RECRUITMENT

 DEFFINITIONS

 It is the process of attracting capable

applicants for employment . The process
begins when new recruits are sought and
ends when their applications are submitted.
The result is a pool of applicants from which
new employees are selected.
 Recruitment is a process of searching for
prospective employees and stimulating them
to apply for jobs in the organization.
 PURPOSE AND IMPORTANCE
 Process of bringing the prospective
employee & employer to stimulate /
encourage the employee to apply for
the job
 Determine the present and future
requirements of organization in
conjunction with its personal- planning
and job analysis activities.
 Increase organizational & individual
effectiveness

 Increases the pool of job candidates at min.

cost.
§ Help reduce the probability that job
applicants, once recruited and selected will
leave the organization only after short
period of time
• Being identifying and preparing potential job
applicants who will be appropriate
candidates.
• Increase organizational the organizational
and individual effectiveness in the short term
and long term.
 Objectives
1) To attract people with
multidimensional skills &
experience
2) To induct outsiders with new
perspective
3) To infuse fresh blood at all
levels in org.
4) To develop an organizational
culture
 To search/head hunt for people
whose skills fit company’s values

 To search for talents globally & not

within the organization

 To design entry pay that competes

on quality & not on quantum
 To devise methods for assessing traits

 To seek non conventional ways for

developing talents
 Sub systems of recruitment
 Finding out and developing the sources
(internal and external.)
 Developing suitable technique to attract the
desirable candidate.
 Employing the technique to attract candidate.
(promote)
 Stimulating the candidates to apply for jobs
(clarifying doubts.)
Factors affecting recruitment
Internal factors
 Company’s Pay package
 Quality of work life

 Organizational culture

 Career planning and growth

 Company size
 Company’s products/services

 Geographical spread of

company’s operations
 Company’s growth rate
 Role of trade unions
 Cost of recruitment

 Company’s name and fame

External factors
 Socio-economic factors
 Supply and demand factors

 Employment rate
 Labor market conditions
 Political, legal and government factors

 Information systems like employment

exchange/tele-recruitment like
internet.
 Recruitment Policy
It is derived from the personnel
policy of the same organization.
It asserts the objectives of
recruitment and provides a
framework of implementation of
these recruitment programmes in
the form of procedures
Pre-requisites of a sound
Recruitment Policy
 Conformity with its general policies
 Should be
 flexible enough to meet the changing needs of an
organization.
 be designed so as to ensure employment
opportunities on long term basis to achieve
organizational
 match the qualities of employees
 Highlight the meeting of established job analysis
Principle elements governing
Recruitment Policy
 Identification of recruitment needs
 Preferred sources of recruitment
 Cost of recruitment and selection
 Criteria of selection techniques
 Role , if any , assigned to the Union in the
formulation and implementation of Rec and
selection policies
Recruitment policy involves principles such as:
 To find and employ the best qualified persons for

each job.
 To retain best and most promising of those hired.

 To offer promising opportunities for life-time working

careers, and
 To provide programmes and facilities for personal

growth on the job.

Sources of recruitment

 Internal
 Present , Permanent employees
 Present Temp/ Casual

 Retrenched / Retired

 Dependents of diseased , disabled ,

retired and present employees

 External
 Educational & Training Institutes
 Pvt employment agencies / consultants
 Public employment exchanges ,
 Professional Associations
 Data banks
 Trade Unions
 Centralization vs.
Decentralization

VS.
Example: Example: TATA
Characteristics
INFOSYS
Distributed
Decision-making throughout
Centralized
authority organization
Certain
Environment Uncertain
 Centralization vs.
Decentralization
Centralization Decentralization
Advantages: Advantages:
 Allows important decisions to be made by top-level  Reduction of the decision-making burdens faced
managers who have an overall picture of the company’s by top-level management
objectives.
 Leaves the decision-making process to top management  Allows decisions to be made by individuals close
rather than adding it as an additional responsibility to to the problem.
employees who have routine job functions.

Disadvantages: Disadvantages:
 Top-level managers become burdened with making  Lower level managers’ goals not corresponding
decisions. to top management’s goals.
 Since information flows upward from top management  Increases information costs and services
which minimizes the open lines of communication with can become duplicated.
lower level managers, top-level managers may not be
aware of problems.

Which strategy, Centralization or Decentralization, is better for an organization to use?

Neither, it depends on an organization’s needs. Factors that will affect an organization’s
decision include size, geographical location and environment. Although there’s a never-
ending debate about which strategy to use, the key is for organizations to find a compromise
between the two strategies that will allow them to effectively meet their company objectives.
 Forms of Recruitment

•Centralized recruitment
•De-centralized recruitment
 Centralized recruitment
The recruitment practices of an organization are
centralized when the HR / recruitment
department at the head office performs all
functions of recruitment. Recruitment decisions
for all the business verticals and departments of
an organization are carried out by the one central
HR (or recruitment) department. Centralized from
of recruitment is commonly seen in government
organizations.
Benefits of the centralized form of
recruitment are

 Reduces administration costs

 Better utilization of specialists
 Uniformity in recruitment
 Interchangeability of staff
 Reduces favoritism
 Every department sends requisitions for
recruitment to their central office
 DECENTRALIZED RECRUITMENT

 Decentralized recruitment practices are most

commonly seen in the case of conglomerates
operating in different and diverse business
areas.
 With diverse and geographically spread
business areas and offices, it becomes
important to understand the needs of each
department and frame the recruitment
policies and procedures accordingly.
 Each department carries out its own
recruitment. Choice between the two will
depend upon management philosophy and
needs of particular organization. In some
cases combination of both is used. Lower
level staffs as well as top level executives are
recruited in a decentralized manner.
Merits of Decentralized Recruitment

1. The unit concerned concentrates only on

those sources / places where it normally
gets the suitable candidates. As such the
cost of recruitment would be relatively
less.
2. The unit gets most suitable candidates
as it is well aware of the requirements of
the jobs regarding cultural, traditional,
family background aspects, local factors,
social factors etc.
3. Units can recruit candidates as and
when they are required without any delay.
4. The units would enjoy freedom in finding out,
developing the sources, in selecting and
employing the techniques to stimulate the
candidates.
5. The unit would relatively enjoy advantage
about the availability of information, control and
feedback and various functions / processes of
recruitment.
6. The unit would enjoy better familiarity and
control over the employees it recruits rather than
on employees selected by the central recruitment
agency.