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RECRUITMENT AND SELECTION PROCESS

“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

Student Name: Nishant Goyal

Student Id: 179189724

Module Code: PGBM02

Module Name: Managing and leading people

Module Supervisor: Caesar Nurokina

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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”

-- Stacy Donovan Zapar

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.

In this assignment I defined the recruitment and selection process by taking an


appropriating model related to this practice. Also identified and evaluated the
relationship between the line managers/leaders role and that of the HR
representative.

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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)

Purpose of recruitment: The main aim of recruitment is to ensure that


organization have full staff at all time even some backup also if some take
holiday so that they can effectively perform in market and fulfill the
requirements of customers. Therefore the purpose is to attract right people to
apply for vacant seat. IT involves the matching the applicants with criteria of
job within the organization and eventually making a selection decision.

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)

Who should recruit?

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:

1. Internal Recruitment (Promotions, Transfers, Cross- Functional


movements etc.)
2. External recruitment (Advertisements, Recruiting firms etc.)
3. Other ( refer from emplyees, Advertisements on gates/premises)

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

 Propmotion of an emplyee: This is the


practice of filling the current vacancies by
Internal
the current employees. These can be Transfer advertising
through promotions, transfers (both cross
locations and cross functions).

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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)

There are different types of external recruitment process:

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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:

This is important source of recruiting externally. It reaches to the maximum


number of applicants and attracts the potential applicants. There are different
ways of advertising according to the
job position and choosing the
appropriate method can give best
Magazines
outcome. The type of advertisement
portal is depending upon organizational
Newspapers(National Techincal or
level and the budget. and local) professional sources

Print media:

It is one of the oldest methods of Print


recruitment. Today’s recruitment media
advertising is stylish and colorful. By
choosing the correct media it can
reaches to the targeting people quickly. It can also works as brand building.
Organizational must be aware of message which is conveying in market for
vacancy because it’s showing their image.

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.

Cinema Advertising: This type of advertising also used by companies


nowadays but it is expensive and limited to few audiences only.

Social networking: This is major changes takes place in recruitment area in


both externally and internally. This is new media platform for organizations.
Large organizations have their own social page on which they post the job
vacancies.

There are lots of famous social networking sites including Facebook, Twitter,
LinkedIn:

Job Portals/organizational websites: With the increase in the number of


internet users, it has become a significant
advertisement platform for an employer to
post a job with low cost or to maximum
candidate. It gives detailed information
about the job details as well as about
organization. Acc. To research, the chance
of getting an online recruitment is better than
press media or any other tool. In fact it
would be effective in case of mass
recruitment. Big companies have their own
co-operate websites for recruitment. There
are some of job portals where applicant can upload his CV. Some employers
used this technology to hire employee nationally and even globally.

Some of the famous websites are:

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Reed.co.uk, naukri.com, mycareer.com.au, hayes.com, monster.com,
indeed.com

Having own organizational websites is becoming trend nowadays to attract


candidates. A few other job portals enable organization to have their own micro
site exclusively meant for HR needs. Leading companies like Infosys, Wipro
have invested heavily on people, processes and software for recruitment
process. It not causes only brand building but also employees let to know the
organizational culture. Many organizations have different career websites for
e.g. www.pgcareer.com etc.

Recruiting Firms: It is also called as Outsourcing recruitment. Different


companies using different private companies to recruit employees. The selection
process should always be an internal decision.

Different recruiting firm have their own internet websites to provide service
nationally and globally.

It would be advantageous to develop long term relationship between this firms


as they have link with different people and also number of audiences. These
firms have a huge database and can helps in filter of right candidates. These
firms can also helps in final salary offered to the candidate and also they have
slab of different salaries.

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 Fairs/Exhibitions: There are number of job fair events is going on


weekends in different part of world. Many employers takes part in this and
establish their stall or booths where they can collect mast CV of candidates.
Sometimes an initial screening through quick interview is also done.

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.

Advertisement on Gates: It is used by the manufacturing


factories/retailers/outlets. This is advertisement on the gate of premises which
lost cost and also low return because very few people see vacancy list. It is for
mainly junior positions or also part time jobs.

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Advantage and Disadvantage of internal and External Sources:

Internal External

Advantageous Disadvantageous Advantageous Disadvantageous

Encourage Danger of New blood/Ideas Not adjust in


morale value inbreeding. will come. company’s culture.

Alrealy knows Disappointment No favorites Morale of those


employee among those not from inside passed over may be
capibility. promoted. leading to adversely affected.
resentment.
Reinforce Resentment from
existing culture. More energetic existing employees.
Less costly
workforce.

Political fighting More training and


Excellence work
for promotion. Bring new skills development
is rewarded.
and ideas to required.
problems.

Source: (Compton, Morrissey and Nankervis, 2014)

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.

 Step 1: Pre screening


 Step 2: Application form
 Step 3: selection process
 Step 4: Background and reference checking
 Step 5: Medical examination
 Step 6: Assessment
 Step 7: Make a final hire decision
 Step 8: Final decision and make a fair job offer or rejection letter

Different type of models in recruitment:


It doesn’t matter either company is small or large every organization needs
workforce and it is very difficult to find right employees without the knowledge
of different recruitment models. There are different types of models which are
used by every organization in this job market. For instance: - (Medium, 2016)

 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)

Benefits of Recruitment process outsourcing (RPO):


Some companies facing struggle nowadays to get right candidate in this job
market. One of the factor is that they are not aware of different recruitment
practice or they are not realize that how to outsource or to improve their
recruiting process. There are some benefits of RPO. For instance: (Reilly, 2012)

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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.

Limitations of Recruitment process outsourcing (RPO)

 Improper knowledge of company:

Any external provider doesn’t spend so much time in any


organization to know more about the organization culture and
its requirements. With the limited knowledge of company it
causes difficulties to adjust a right candidate in company
business model.

 Staff Compatibility challenge:

In addition to the above point, with limited knowledge of


company this is the disadvantage of outsourced recruiter is that
they don’t know how the internal staff is working.
Compatibility between managers and their staff is main key in
business operations. If there is friendly environment or
compatibilities in a company then it is benefit to an any
organization and it work as booster which gives positive result.
External recruiter do not have chance to get into the company
and know the internal culture and see how the staff is working-
which can lead to difficulties in fitting the right candidate in
right place for longer term.

 Divided loyalties

If the internal recruiter of organization is hiring an employee then


there is no question on loyalties. They only employed the staff for
the benefit and growth of organization. However, external provider
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is playing a game on both sides. They have to fill the position
anyhow and want his commission. But there are some hard
working external providers who work very well and find right
candidate at right time at right place, but the loyalty is still in the
background.

 Fee based

According to research it comes out that recruiter takes 6seconds to


evaluate the CV. This type of behavior is not expected or
acceptable. The quicker of placement and greater number of
candidates placed means the outsource recruiter income is increase.
This practice may not produce quality result and it is produce poor
quality staff in organization. (Mulligan, 2014) (Smolinski, 2016)

Relationship between line manger and HR team


HR team is excelling at everything from effective team to payroll. But they are
feeling some strain. HR team spends their one third of time in dealing with line
managers which stop them in playing a strategic plan in their company. Lot of
line manager wants quick respond from their HR team. Half of the line
managers agree with that they are not satisfied with their HR team and said
Google is better than HR team and in an organization line managers are not
happy with HR function. On one hand they want HR staff to involve in key
decisions and to build an effective team but also forcing them to follow the
process. The tension between line manager and HR team become an obstacle to
putting strategy policies in the company. The message from line manager is that
they can make better fast decision if they have right and quick information from
HR team.

While there are many factors influencing their complex relationships some of
them are:

There are number of task to be completed by HR: administrative expert,


employee advocate, and strategic business partner and change agent. Sometimes
HR professionals switch back into another role and which cause

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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.

Lastly, HR people don’t have enough knowledge in company business model


and its cause difficulties to HR people to fit the employee according to their
talent into suitable job. IN this difficulties HR people don’t know how to
prioritize the people.

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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