Hr recruitment

Recruitment, Hr pyramid

1. Human Resource Management Topic: Recruitment, Recruiting Yield pyramid, Sources of Recruitment. Presented By Rodixon.K.R Batch: 2

2. Meaning: Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization, either permanent or temporary. Recruitment may be undertaken by in-house managers, human resource generalists and/or recruitment specialists. Recruitment is considered as a positive process.

3. Definition: According to Edwin B. Flippo , “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” Recruitment is concerned with reaching out, attracting, and ensuring a supply of requisite manpower both in their quantitative and qualitative aspect. First stage of selection and is completed with placement.

4. Importance Linkage activity bringing together those with jobs and those seeking jobs. Provides organization with a pool of qualified candidates. The more qualified the pool the better the success rate in selection. Scientific recruitment process leads to higher productivity, high morale, reduction in employee turnover and enhanced reputation.

5. The Recruiting Yield Pyramid. Some employers use a recruiting yield pyramid to calculate the number of applicants they must generate to hire the required number of new employees. Calculated based on certain assumptions derived from the past experiences. Eg .: A firm need 50 new employees; from the past experience it know:- The ratio of offers made to actual new hires is 2:1 The ratio of candidates interviewed to offers made is 3:2 The ratio of candidates invited for interviews to candidates interviewed is 4:3

6. Out of 6 leads, only one applicant gets invited for the interview.ie, 6:1. So from the ratios the firm knows it must generate 1200 leads to be able to invite 200 viable candidates. The firm then get to interview about 150 of those invited, from these it will make 100 offers and so 50 will be hired. Leads generated (6:1) Candidates invited (4:3) Candidates interviewed (3:2) Offers made (2:1) New hires

7. Factors influencing Recruitment: Size of the enterprise. Employment conditions. Salary structure and working conditions. R ate of growth.

8. Sources of Recruitment Internal External Internal Sources Recruitment from within the organization. Advantages: Improve morale No error in selection Promotes loyalty No hasty decision Economy in training cost Self development

9. Disadvantages: Discourages capable person from joining from outside Requisite number of persons possessing qualification for the vacant posts may not be available in the organization. N ot suitable for posts requiring innovations and creative thinking Seniority alone is considered there is no other motivating factors

10. Sources: 1. Transfers Transfer involves shifting from present jobs to other similar jobs. No change in the rank, responsibility or prestige. The number of employees does not increase. A change in dept. gives broader perspective to the employees. 2. Promotion Shifting of persons to position carrying better prestige, higher responsibility and more pay. Higher positions falling vacant filled within the organization. Does not increase the number of employees Promotion will motivate employees to improve their performance.

11. Job Posting P ublicizing the open job to employees ( usually by literally posting it on the company intranets or bulletin boards. These posting list the job’s attributes like qualifications, work schedule and pay rates. Employee references The present employees of a concern are informed about likely vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieved of looking out prospective candidates.

12. Databases The details of the employees stored in the HR database of the company act as source. Rehiring Rehiring the former employees who once was a part of the organization. Succession Planning and Replacement Chart

13. External Sources of Recruitment Recruiting from outside the organization. Advantages: Availability of suitable persons. Brings new ideas. Economical. Disadvantages Demoralization Lack of co-operation Expensive Problem of maladjustment.

14. Sources of External Recruitment 1. Schools , Colleges and Universities Direct recruitment from educational institutions for certain jobs which require technical or professional qualification. A close liaison between the company and educational institutions helps in getting suitable candidates. 2. Advertisement It is a method frequently used for skilled workers, clerical and higher staffs. Advertisements can be given in newspapers and professional journals These advertisements attract applicants in large number of highly variable quality.

15. 3 . Factory Gates Certain workers present themselves at the factory gate every day for employment. This method is very popular in India for recruiting unskilled or semi skilled labour . The desirable candidates are selected by first line supervisors. 4. Casual callers Those personnel who casually come to the company for employment may also be considered for the vacant post. M ost economical method. 5. Central Application File A file of past applicants who were not selected earlier may be maintained and used.

16. 6. Labour Contractors Method still prevailing in India for hiring unskilled and semi- skilled workers The contractors keep themselves in touch with the labour and bring the workers at the places where they are required. 7. Labour Unions In occupations like construction, hotels all recruits usually come from unions. It saves expenses of recruitment. 8 . Military Personnel Retired military personnel are excellent source of trained recruits. The directorate General Resettlement under the Ministry of D efence organizes various programs to promote reemployment of the retired personnel.

17. 9. Employment Exchanges There are 3 main types of employment agencies:- public agencies operated by federal, state, or local Govt.; Agencies associated with non profit associations,; Privately owned agencies. They are often used as a source of recruitment. In certain cases it has made obligatory for the business concern to notify their vacancies to the employment exchanges. The job seekers and job givers are brought into contact by the employment agencies.

18. 10. Recruitment through Internet M ost people go online to look for jobs. Recruitment through websites, virtual job fairs etc Thank you…….!