Sources of Recruitment

Job Posting
Publishing

Made By:- Abhilasha Kashyap

Gaurav Moorjani

RECRUITMENT

Objectives of recruitment
To attract people with multi-dimensional skills and
experience that suit the present and future
organizational strategies.
To induct outsiders with a new perspective to lead
the company
To infuse fresh blood at all levels of the organization.
To develop an organizational culture that attracts
competent people to the company.
To anticipate and find people for positions that do not
exist yet

Factors Affecting
Recruitment
Internal
Companys Pay Package
Quality of Work life

Organizational Culture
Companys Size
Companys Growth Rate
Cost of Recruitment

Factors Affecting
Recruitment
External
Economic Factors
Supply and Demand Factors
Political, Legal and Governmental Factors like
reservations for SC/ST/BC

RECRUITMENT TECHNIQUES
For internal candidates
Promotions
Transfers

For external candidates:

Advertisements
Employment exchanges
Walk ins
Web Portals
Referrals

Recruiting the Cisco Way

The Case:
The case examines various changes brought about by global
networking major. Cisco, in its recruitment policies and the sources
of recruitment used in the mid-1990s
Background of Cisco:
Cisco was founded in 1984 by a group of computer scientists at
Stanford, who designed an operating software called IOS (Internet
Operating System).
In 1985, the company started a customer support site from where
customers could download software over FTP and also upgrade the
downloaded software. It provided technical support to its customers
through emails

Introduction

In 1995, global networking major, Cisco, found that despite hiring an

average of 1,000 people every three months during the year, the company
still had hundreds of openings

Cisco hired more than 1,000 employees every quarter around 10 percent of the total jobs
generated through Internet in the Silicon Valley.

The management realized that they had to adopt innovative recruitment measures to get the best
people and remain the leader in the Internet era. Foremost among these was the first of its kind
online recruitment called the Friends program

In 2001, the company recruited around 40-50% of its employees through Make a friend @
Cisco online program and other such initiatives

Ciscos Vision Statement

Attracting, growing and retaining great talent is
critical to sustaining Ciscos competitive
advantage

The top 10 percent are not typically found in the first

round of layoffs from other companies, and they usually
arent cruising through the want ads.
Barbara Beck, Vice President, Human Resources

Friends Program
Launched in April 1996, the message was simple:
If you have a friend at Cisco, give them a call
there might be a job waiting for you!
If you don't have a friend at Cisco, visit our Web
site and we'll find one for you.

Unusual Ways of
Approaching
Cisco also reached out to potential applicants
through a variety of routes which were unusual in
recruiting
Art fairs,
Beer festivals and certain
Annual events

How did they do internally ?

Recruitment through a program called Amazing People.
Every new recruit was assigned a buddy who clarified
all doubts and answered questions about Cisco and
work in general.

Benefits
Cisco, which was hiring approximately 8,000 people a year,
received 81 percent of the resumes were from the web.
Eventually, 66 percent of the new recruits were the candidates
who had sent their resumes through the Cisco website.
It was also reported that about 45 percent of the companys
new recruits came from the Amazing People program.
Ciscos hiring cycle also came down to 45 days from 68 days.

The biggest benefit

Analysts claimed that Ciscos innovative and aggressive
recruiting initiatives were to a large extent responsible for
the companys expansion at 40 percent every year and
recruiting 250 employees every week despite the global
dot-cum slump.