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“True leadership isn’t about having an idea. It’s about having an idea
and recruiting other people to execute on this vision”
- Leila Janah
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Table of Contents
Executive Summary ............... Error! Bookmark not defined.
Introduction ........................................................................ 4
Sources of recruitment ............................................................ 5
Internal sources ....................................................................... 5
External source: ...................................................................... 6
Others: .................................................................................. 10
Selection ....................................................................... 12
Different type of models in recruitment ........................ 12
Recruitment process outsourcing (RPO): ..................... 13
Benefits of Recruitment process outsourcing (RPO): ... 13
Limitations of Recruitment process outsourcing (RPO) 15
Relationship between line manger and HR team .......... 16
Conclusion: ................................................................... 18
Bibliography: ................................................................ 18
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“A modern recruiter is one who is targeted, builds relationships
and knows how to not only find candidates but also get them to respond”
Aim of Study:-
In this worlds rapid changing business environment it is important to any
organization to revert fastly to their customers and fulfill their needs. There is
huge competition between similar companies. In this competitive market it has
become a challenge for each organization to adopt best practices that would
help the organization to stand in the market. The uniqueness of a company is
measured through their quality of products and services offered to their
customers. Thus offering this unique service or quality of product is results of a
genius brain which is working behind this. Human resource is an important part
of any organization. All other department in organization like marketing, supply
chain, etc can be easily emulated but the capability and skills employee cannot
be emulated. Hence, it is important to have a well defined and structured
recruitment policy in a company which is effectively filled the vacant positions.
Selecting the wrong candidate or rejecting the right candidate is the one of the
costliest mistake of any organization. Therefore recruitment and selection in an
organization must be effective and efficient to build a strong manpower or team.
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Introduction
Recruitment is the process of attempting to locate and
encourage potential candidates to apply for existing or
any new vacancy and selection is a process of hiring a
right candidate whose profile is best suitable for a
vacancy. In simple words, Recruitment is all about a
sourcing of right people in right time in the right place
at right price (Compton, Morrissey and Nankervis, 2014)
It is type of Activity which produce a pool of applicants who wants to join the
organization in which right candidate would be selected. (T.K, 2010)
While the recruitment process HR must use appropriate practice because they
are projecting the organization image to the applicants. In this highly
sophisticated labor market, employers will need to demonstrate their
comparative employment advantages. Advertisement will be interpreted by
potential applicants and cause a long term adverse effect. Applicant with highly
talent will choose their employers by own. In this recent years, this practice is
called as employer branding, a concept borrowed from the marketing
profession. A positive brand can attract the right applicant and this is key
strategy to winning the war of talent. (Compton, Morrissey and Nankervis, 2014)
It’s all depending upon the size of company. In a small company the most
practical method is done by line managers to recruit and hire the applicants.
Alternatively, the outer agents may do the work. A human resources officer is
rare.
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Sources of recruitment
It can be classified into three categories:
Promotions,
Transfers, Cross-
Functional
movements etc
Recruiting
Employee
Advertisements, Referrals,
Recruiting firms Advertisements
etc on
gates/premises
Sources of Recruitment
Internal Recruitment
Internal recruitment can be conducted in different
ways:
Promotion
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While selecting the internal employee there must be fair selection process
and all recruitment process to be followed.
Transfer from one department to another: This method involve the
internally transfer of suitable employee from one section to another as
part of job rotation program. These may provide the skills development.
The selection of employee is depending upon the capabilities and talent.
The identification of suitable employee for such transfers can be made by
employee requests or recommendations from workmates or higher
management proposal. Supervisors can also access to their team members
for such transfers.
Advertising inside the organization: This method overcome the
problem of the other methods. It can widen the field of choose and attract
the talent who is not directly linked with the management. It can also
statisfy employees and build a trust that they have future in their own
organization. This type of practice is widely used in private companies. It
can be used by mode of internet, memos and bulletin board. It can
sharpen the employee career rather than pushing by the management.
Current employees are easily assessed that the outside applicant.
Therefore there is less chance of error in selection.
This type of practices are great motivator and encourages the current
employees to upgrade their skills and knowledge. This is lower cost recruitment
and selection process. In this candidates strengths is already known by the
company and hence the risk factor of new recruit is reduced. The candidate is
already familiar with organization culture. (T.K, 2010)
External source:
This is mostly used practice in recruiting. It is used when no one is found
internally to be suitable for the vacant seat then the company advertise
externally. This is also done when company need young blood or experienced
employee from externally. Company will recruit from entry level to senior level
positions. An effective recruitment policy is required. (Compton, Morrissey and
Nankervis, 2014)
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1. Advertising
2. Job Portals/Organizational websites
3. Recruiting firms
4. Campus recruitment
5. Job fairs/exhibitions
6. Employment exchanges
Advertisement:
Print media:
This major drawback of this method is that is the poor return of investment.
Nowadays company spends lots of money on publishing the advertisement but
the response is very few.
Electronic media
In today’s well connected world. The use of electronic media is very effectively
and use for mass recruitment. The BPO/IT sectors use these services very
effectively and this helps to reach the potential employees who are looking for a
job. The BPO industry is using this portal to attract job seekers (mothers,
students etc). This is also not desirable method as outcome is rare. This route is
also brand building exercise.
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Radio and television: It is suitable for attracting the large number of people at
particular period of time. Examples are Bank, defence or police services. This
method is very effective as it is visual medium but the cost of this method is
very high. The main disadvantage of this method is that there is no direct
linkage of employee with the employer.
There are lots of famous social networking sites including Facebook, Twitter,
LinkedIn:
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Reed.co.uk, naukri.com, mycareer.com.au, hayes.com, monster.com,
indeed.com
Different recruiting firm have their own internet websites to provide service
nationally and globally.
Mid position and senior positions require more efforts. For this firms put a lot of
effort to know about the organization and job description.
Campus Recruitment:
It is also one of best source of recruitment to recruit well educated and skilled
candidates. Institutions that offer professional courses like MBA, MSc,
engineering which helps to the
employer to get management trainee
who can be trained to suit the
organizational needs. Many universities
have different department for
employability which helps to the
graduate to find a job and also this Is
part of image building of institutions.
Organization can pick the institutes on the basis of past placements.
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Organizations can select the right candidates through various methods like
aptitude test, group discussion or telephonic or face to face interviews.
Job fair is effectively for mass recruitment for recruiting an entry level or junior
level candidates. They are popular in IT companies as they require similar skills
sets. Also, large organization has a special event manager for this. With the
advancement of technology online job fair is also happening.
Others:
Employment referrals: As we already discussed recruiting internally is
effective and low cost. In addition to this, it can reduce the advertisement cost
and employment agency fees. It has also the advantage the current employees
knows the organizational culture, goals and job description. This process may
affect the organization as employees tend to refer ex colleagues from their
earlier organizations or colleges. Some organization found worthwhile by
providing the incentives to refer a friend for applying a job with organization.
These incentives are in the form of prize or money. The logic of incentive
method is cheaper than other recruitment process. If the program works
effectively then the cost of rewards to employee is likely to be less then
alternative forms of recruitment. Of course this type of method is used in well
structured way and has a different terms and conditions. Unfortunately, a
number of major problems are there in this program like if referred candidate
will not perform well as expected.
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Advantage and Disadvantage of internal and External Sources:
Internal External
Summary: Reaching the right candidate at right time for a right job is all
depend upon the recruitment process. Each source has its own advantage and
disadvantages. With cost being a factor, its duty of recruiter to take effective
and efficient method to hire a right candidate by using appropriate source.
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Selection
Selection is followed by recruitment process and its aim to select an individual
from a group of applicants who is best suitable for this job. All the assessment is
based on the information come from recruiting process. After all the
information is reviewed and decision is made either selected or rejected. There
are some common steps in selection process.
On demand recruitment
Contingency hiring
Retained search
Exclusive Requirements
Recruitment process outsourcing
Outplacement executive search
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Recruitment process outsourcing (RPO):
In this type of recruitment model the external provider or third party is
used for recruiting the employees. Here outsourcing recruiters will handle
everything and each step in recruitment and selection process. They are
responsible for everything like sourcing, interviews process, joining. So
company does not need to handle their recruitment team, which is great
cost saving practice. If external provider is not familiar with organizational
culture then it might put organization into risk. So organization has to
select an external provider very carefully.
Sometimes RPO also helps the clients in other recruiting functions. RPO
staff works together with company’s recruiter to do much better for
instance:
Candidate research
Compliance tracking
Reporting and Audits
Hiring manager training
Process mapping
Technology Consulting
Third part vendor management
RPO Assume is as owner of design of recruitment process and responsible of
result. It improves the recruiting process and recruiting results. This makes
easier for organization to get skilled and qualified candidates rather than just
filling vacant seats. (Reilly, 2013)
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1. Reduced Recruiting costs
This is one of main reason why organization chooses RPO service and it
is biggest benefits of RPO. Many organization spend lot of money on
recruitment process like advertisements, hiring process etc. lot of time is
wasted on this lengthy hiring process. An RPO provides low cost
recruiting process and give right candidate at right time with less time and
money.
2. Scalable recruiting capacity
In season times number of employee went then RPO helps in this to come
out. They provide staff for seasonal time or they can provide extra staff if
there is extra workload in financial year end.
3. A consistent and predictable recruit to hire process
Many of applicants don’t like when they don’t know what’s going in
recruiting process, where they are standing. This is also fault in
companies who have multiple different departments. RPO can help in get
all things together and make process easier for both candidate and
organization. This make easier to know what’s going on in recruiting or
hiring process.
4. Increased Candidate quality
Hiring manager have ton of experience about the process they know
about candidate both educationally and experience. Recruiter in
organization have number of candidates go through or there is chance of
some error to skip the quality of candidate but some RPO only accept
suitable candidates.
5. Increased organization satisfaction
Satisfaction of organization recruiter is come out from many aspects
of RPO. They have more support from RPO in recruiting process.
With the help of RPO, organization will be more satisfied with that
how candidates is recruited and brought into the company.
6. Enhanced Employment brand
When all aspects of recruiting process is done well the employment
image is improve. If your quality of employees is increase then
automatically brand image will increase. When hiring process goes
well then candidates who gone through that process will happy and
have good things to say about the company. Overall, RPO helps the
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company in cutting recruiting process or helps in faster filling
positions. And also helps in becoming a good place to work.
Divided loyalties
Fee based
While there are many factors influencing their complex relationships some of
them are:
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misunderstanding between managers. HR person were simply concerned about
the process whether the actions eliminate some positions and make sure all
things go to equitable way. HR team switches into another role which causes
confusion to Manager and they didn’t get enough information so they blame to
HR managers for not providing effective information on particular time.
Secondly, many of line managers are not confident on their own and don’t fully
accept their own accountability for managing human capital and give this task
to HR team to take care of it. They avoid or delay the activities like interviews,
assessment, feedback discussions, surveys and other type of similar activities.
After this if HR team fails in producing effective results line manager will
blame on HR and it is not good practice in any organization.
But this issue is not impossible to resolve. It is two way relationships between
line manager and HR team. Line manager need to understand that the human
capital management is major part in any organization to produce effective
output and it cannot be ignored and HR team must understand the business
model and the challenges facing by line managers. Both parties need to
understand which task is to be completed by whom and at what time then only
organization will run smooth.
Obviously, this is not overnight work but there are some easy steps to come out
of this like HR people can spend some time with line manager and discuss not
about human capital instead about challenges, business etc. Similarly, line
managers will make sure that HR team is engaged in business decisions not
only in human resources. If they both keep asking to each other then they might
have positive outputs. (Ashkenas, 2014) (Burden, 2014)
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Conclusion:
There are different types of recruitment and selection practices. Recruitment is a
positive activity so the source of recruitment is appropriate and selection will go
through to each and every step. Only then an organization get a right candidate
at right time at right place. If organization needs a good quality team then they
must spend their money on human capital or they have proper HR planning to
give effective result in this competitive market. Also, there must be friendly and
two way communication environment among the employees of organization.
This type of culture helps in organizational growth.
Bibliography:
Ashkenas, R. (2014). Why Managers and HR Don’t Get Along.
[online] Harvard Business Review. Available at:
https://hbr.org/2014/07/why-managers-and-hr-dont-get-along
[Accessed 7 Jul. 2018].
Burden, A. (2014). HR vs. the line manager: how to make strategy
a reality - Personnel Today. [online] Personnel Today. Available
at: https://www.personneltoday.com/hr/hr-vs-line-manager-make-
strategy-reality/ [Accessed 7 Jul. 2018].
Compton, R., Morrissey, B. and Nankervis, A. (2014). Effective
Recruitment and Selection process. Australia: CCH Australia
Limited, pp.1-176.
Medium. (2016). Different Types of Recruitment Models —
Choose the Best One for Your Company. [Online] Available at:
https://medium.com/@movanti12/different-types-of-recruitment-
models-choose-the-best-one-for-your-company-1baf311df592
[Accessed 4 Jul. 2018].
Mulligan, T. (2014). Disadvantages of an Outsourced Recruiter.
[online] Yourbusiness.azcentral.com. Available at:
https://yourbusiness.azcentral.com/disadvantages-outsourced-
recruiter-6083.html [Accessed 6 Jul. 2018].
Reilly, A. (2013). What is Recruitment Process Outsourcing
(RPO)?. [online] Blog.rpoassociation.org. Available at:
https://blog.rpoassociation.org/blog/bid/266335/what-is-
recruitment-process-outsourcing-rpo [Accessed 6 Jul. 2018].
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Reilly, A. (2012). 6 Awesome Benefits of Recruitment Process
Outsourcing (RPO). [online] Blog.rpoassociation.org. Available at:
https://blog.rpoassociation.org/blog/bid/246841/6-awesome-
benefits-of-recruitment-process-outsourcing-rpo [Accessed 6 Jul.
2018].
Smolinski, M. (2016). What are the advantages and disadvantages
to using RPO (recruitment process outsourcing) designed and
priced for startups, series A, and beyond? - Quora. [online]
Quora.com. Available at: https://www.quora.com/What-are-the-
advantages-and-disadvantages-to-using-RPO-recruitment-process-
outsourcing-designed-and-priced-for-startups-series-A-and-beyond
[Accessed 6 Jul. 2018].
T.K, R. (2010). Recruitment Management. Himalaya Publishing
house, pp.5-15.
Bratton, J., Gold, J.: Human resource management: theory &
practice. Palgrave Macmillan, Basingstoke (2012).
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