RECRUITMENT

- DR. ANJU DWIVEDI SHUKLA

 INTRODUCTION

⚫ To deliver the best results, organisation

require the people with the best requisite
skills ,qualification ,experience and the right
mental mind that can sync with the corporate
culture.
⚫ The company wants to get the best talent at
any cost to stay ahead of competition .
CORPORATE MANTRA

•BEST BRAINS FOR BEST RESULTS

 DEFINITION

•GOAL
Recruitment is a process of locating and
encouraging potential applicants to apply •Attracting a large no of
for existing or anticipated job opening. qualified applicants.
•Providing enough
information to the
applicants.
•Creating a positive image
of firm.
 CONSTRAINTS & CHALLENGES

POOR IMAGE

UNATTRACTIVE
JOB

CONSTRUCTIVE
INTERNAL
POLICIES

LIMITED
BUDGETARY
SUPPORT

RESTRICTIVE
POLICIES OF
GOVERNMENT
 CONTINUED
⚫ POOR IMAGE: If the image of the firm is perceived to
be low then the likelihood of attracting a large no of
applicants will reduced.

⚫ UNATTRACTIVE IMAGE: If the job to be filled is not

very attractive , then most prospective candidate turn to be
indifferent and may not even apply. This is true in case
when the jobs are dull , boring and does not reward the
performance of employees.
⚫ CONSTRUCTIVE INTERNAL POLICIES: A policy
of filling vacancies through internal promotions based on
seniority , experience , job experience may come in the
way of searching for qualified hands in the job market in
an unbiased way.
⚫ LIMITED BUDGETARY SUPPORT :recruiting efforts
require money and because of limited resources ,
organisation may not like to carry on the recruiting
efforts for a long period of time.
⚫ RESTRICTIVE POLICIES OF GOVERNMENT:
Government policies of reservation for special groups
such as SC , ST often come in a way of recruiting people
as per the rules of the company.
INTERNAL SOURCES OF
RECRUITMENT

RECRUITING THE PEOPLE WITHIN THE

ORGANISATION.
 MERITS OF INTERNAL SOURCES

⚫ ECONOMICAL: The cost of recruiting internal

candidates are minimal.

⚫ SUITABLE: The candidates can choose a right

vacancy where their talent can be fully utilized.
⚫ RELIABLE: The organisation has knowledge about the
suitability of the candidate for a position.

⚫ SATISFYING: A policy of preferring people from

within offers regular promotional avenues for
employees.
 DEMERITS OF INTERNAL SOURCES

⚫ LIMITED CHOICE: The organisation is forced to

select candidates from a limited pool. It may have to
sacrifice quality and settle for less qualified employees.

⚫ INBREEDING: It discourages entry of talented people

available outside the organisation . Existing candidates
may fail to behave in innovative ways.
⚫ INEFFICIENCY: Promotions based on length of service
rather than merit , may prove to be a blessings for
inefficient candidates. They do not work hard and prove
their worth.

⚫ BONE OF CONTENTION: Recruitment from within

may lead to infighting among employees aspiring for
limited, higher level of positions in an organisation.
EXTERNAL SOURCES OF
RECRUITMENT

THIS TYPE OF RECRUITMENT LIES

OUTSIDE AN ORGANISATION.
MERITS OF EXTERNAL SOURCES

⚫ WIDE CHOICE: The organisation have the chance to

choose the candidates from a large pool.

⚫ INJECTION OF FRESH BLOOD: People with special

skills and knowledge could be hired to stir up the existing
employees.
⚫ MOTIVATIONAL FORCE: It helps in motivating
internal employees to work hard and complete with
external candidates while seeking career growth.

⚫ LONG TERM BENEFITS: Talented people could join

the ranks , new ideas could find meaningful expressions,
competitive atmosphere would compel to give of their
best and earn rewards, etc.
 DEMERITS OF EXTERNAL SOURCES

⚫ EXPENSIVE: Hiring cost of new candidates is high.

Its not an easy task.

⚫ TIME CONSUMING: It takes time to advertise,

screen to test and to select suitable employees. Its a long
process .
⚫ DEMOTIVATING: The feeling that their services have
not been recognised by the organisation, force them to
work with less enthusiasm and motivation.

⚫ UNCERTAINITY: There is no guarantee that the

organisation , ultimately , will be able to hire the services
of suitable candidates. It may end up hiring someone who
does not “fix” in the organisation.
SOURCES OF RECRUITMENT

INTERNA
L
SOURCE

EXTERNA
L
SOURCE
 INTERNAL METHODS

❑ PROMOTION AND TRANSFERS:

✔ Promotion involves movement of an employee
from a lower level position to a higher level
Position.
✔ Transfer involves lateral movement within the
same grade, from one job to another.
❑ JOB POSTING AND JOB BIDDING:
✔ In this method organization publicizes job
opening on bulletin boards, electronic media and
Similar outlets for informing employees that job
Opening exist.
✔ Job bidding is a procedure that allows employees
Who believe that they possess the required
Qualifications to apply for a posted job.
❑ EMPLOYEE REFERRALS:
✔ It means using personal contacts to locate job
Opportunities. It is a recommendation from
current employee regarding a job applicant.
✔ Employees are encouraged to recommend the
names of their friends working in other
Organizations for a possible vacancy in the near
future.
 DIRECT METHODS

❑ CAMPUS RECRUITMENT:
✔ It is a method of recruiting by visiting and
participating in college campuses and their
placement centers. here the recruiters visit
reputed educational institutions such as IIT’s,
IIM’s, colleges and with a view to pick up job
aspirants having technical or professional skills.
 INDIRECT METHODS

NEWSPAPER ADS
⚫ EVALUATE THE PROS AND CONS
It is easy to place job ads without much of a lead time. It
is flexible and can conveniently target a specific
geographic location. On negative side, it may attract
only those candidates who are seeking the job at that
particular time and some of the candidates may not be
aware of the current openings.
 RIGHT MEDIUM TO GET RIGHT STUFF

⚫ Best medium to attract qualified candidates in a particular

location.

⚫ When the company requires people with special skills, it

is advisable to place ads in those regions only.
 LOT OF CREATIVITY REQUIRED TO ENTIRE
PEOPLE

⚫ Lot of creativity is required to attract qualified people

through recruitment ads.

⚫ The one who respond immediately, showing desperation

may not be the one company really wants. The company
might really want experienced, knowledgeable and are
able to deliver results.
 TELEVISION AND RADIO ADS

⚫ These ads are more likely to reach individuals who are not
actively seeking employment, they are more likely to
stand out distinctly, they help the organisation to target the
audience more selectively and they offer considerable
scope for designing ads creativity.

⚫ The ads are expensive.

6-13

Indirect Methods
✔ Newspaper advertisements
✔ Television and radio advertisements

Third party methods

❖ Private employment search firms or
Management Consultants
❖ Employment exchanges
❖ Gate hiring and contractors
❖ Unsolicited applicants/walk-ins
❖ Internet recruiting
 Alternatives to recruiting

Overtime: Short term fluctuations in work volume could best be solved through
overtime. The employer benefits because the costs of recruitment, selection and training
could be avoided. The employee benefits in the form of higher pay. However, an
overworked employee may prove to be less productive and turn out less than optimal
performance. Employees may slow down their pace of work during normal working
hours in order to earn overtime daily. In course of time, overtime payments become
quite routine and if, for any reason, these payments do not accrue regularly, employees
become resentful and disgruntled.

Subcontracting: To meet a sudden increase in demand for its products and services,
the firm may sometimes go for subcontracting – instead of expanding capacities
immediately. Expansion becomes a reality only when the firm experiences increased
demand for its products for a specified period of time. Meanwhile, the firm can meet
increased demand by allowing an outside specialist agency to undertake part of the work,
to mutual advantage.
6-

Alternatives to recruiting

Temporary employees: Employees hired for a limited time to perform a specific job
are called temporary employees. They are particularly useful in meeting short term
human resource needs. A short term increase in demand could be met by hiring
temporary hands from agencies specialising in providing such services. It’s a big
business idea in United States these days ($3-$4 billion industry). In this case the firm
can avoid the expenses of recruitment and the painful effects of absenteeism, labour
turnover, etc. It can also avoid fringe benefits associated with regular employment.
However, temporary workers do not remain loyal to the company; they may take more
time to adjust and their inexperience may come in the way of maintaining high quality.

Employee leasing: Hiring permanent employees of another company who possess

certain specialised skills on lease basis to meet short-term requirements – although not
popular in India – is another recruiting practice followed by firms in developed
countries. In this case, individuals work for the leasing firm as per the leasing
agreement/arrangement. Such an arrangement is beneficial to small firms because it
avoids expense and problems of personnel administration.
6-16

Alternatives to recruiting

Outsourcing: Any activity in which a firm lacks internal expertise and requires on
unbiased opinion can be outsourced. Many businesses have started looking at
outsourcing activities relating to recruitment, training, payroll processing, surveys,
benchmark studies, statutory compliance etc., more closely, because they do not
have the time or expertise to deal with the situation. HR heads are no longer
keeping activities like resume management and candidate sourcing in their daily
scrutiny. This function is more commonly outsourced when firms are in seasonal
business and have cyclical stuffing needs.
 NEW APPROACHES OF RECRUITMENT

⚫ Employer Branding: It is a distinguishing and relevant

opportunity for a company to differentiate itself from the
competition. In short, company must be selling its name like any
other consumer brand so that it is able to attract best brains in the
country or even the world. Some renowned companies like
Starbucks, American Express, Intel, Amazon have their images
well positioned in the eyes of employees or general public. So,
most companies are aware of the need to position themselves in
the minds of present and prospective employees.
 NEW APPROACHES OF RECRUITMENT

⚫ E-recruitment: The web is a cost effective way to

publicize openings in a firm as it helps in getting responses
quickly and for a longer time at less cost. Most job seekers go
online to look for anywhere in any parts of the country. The
company can place all the information on the websites or place
an advertisement on other websites like monster.com etc.
Applicant tracking system (ATS) have also been used
extensively by employers all over the world to attract, gather,
screen, compile, manage thousands of applications forwarded
by job seekers. ATS like any other placement agency, collects
applications from job seekers, evaluates and ranks the
applicants and then matches the qualified with respective job
opening.
 Expectations of Indian Companies

⚫ PEPSI : Under this company, there are a maximum of four

reporting levels. Recruitees must be capable of thinking
outside the box, have winner mind set and also have the ability
to deal with the ambiguity and informality and executives here
emphasize on achievement, motivation and the ability to
deliver come what may.
⚫ Reebok : The company emphasizes on youth as major of the
customers of this company are young (average age:26 years).
The company expects its employees to have passion for the
fitness business and reflect the company’s aspiration.
⚫ Indian Hotel : The Taj group expects job aspirants to stay with
the organization patiently and rise with the company.
Employees must be willing to say “yes, sir.”
 Skills:

The recruiters want the following skills in an employee:

⚫ Ability to work in a team
⚫ Analytical and problem solving skills
⚫ Communication and other soft skills
⚫ Creativity and resourcefulness
⚫ Leadership potential
⚫ General managerial skills
⚫ Entrepreneurial skills.