Recruitment

management topic under staffing

1. http://www.themanagementskills.com BY PRASHANT M SALVE MANAGMEMENT DICUSSION

2. RECRUITMENT 2 Recruitment is a positive process of searching the prospective employees and Selection is a negative process because it involves rejection of unsuitable candidates. However, both Recruitment and selection are the two phases of the same process.

3. Recruitment is the first phase, taking decisions on the choice. Selection is the second phase which involves giving various types of tests to the candidates and interviewing them in order to select the most suitable candidates. 3

4. DEFINITION 4 According to Flippo : “ Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.” According to William B Werther & K Devis : “ Recruitment is the process of finding and attracting a capable applicants for employment . The process begins when new recruits are sought and ends when their applications are submitted.

5. SOURCES OF RECRUITMENT 5 Before an organization, activity begins recruiting applicants, it should consider the most likely sources of the type of employee it needs. Some companies try to develop new sources.

6. SOURCES OF RECRUITMENT 6 EXTERNAL INTERNAL TRANSFER PROMOTION DIRECT RECRU I T MENT UNSOLICITED APPL I CA T I ONS ADVERTISEMENTS EMPLOYMENT AGENCIES EDUCATIONAL INSTITUTIONS LABOUR CON T RAC T ORS RECOMMENDATIONS

7. INTERNAL SOURCES 1. TRANSFER : It involves shifting of an employee from one job to another. At the time of transfer, It is ensured that the employee to be transferred to the new job is capable of performing it. 7

8. INTERNAL SOURCES It leads to shifting an employee to a higher position carrying higher Responsibilities, Facilities, Status and Pay. Many organizations follow the practice of filling the higher jobs by promoting employees who are considered fit for such positions. 8 http://www.themanagementskills.com

9. EXERNAL SOURCES 9 Direct Recruitment : an important source of recruitment is direct recruitment by placing a notice on the notice board of the enterprise specifying the details of the jobs available . The practice of Direct recruitment is generally followed for filling casual vacancies requiring unskilled workers. Such workers are known as casual workers and they are paid remuneration on daily wage basis.

10. EXTERNAL SOURCES 10 Unsolicited Applications : Many qualified persons apply for employment in reputed companies on their own initiative, by applications. They serve as a good source of manpower. A proper record may be kept of such applications and the candidates may be called for interview whenever the need arises.

11. EXTERNAL SOURCES Advertisements : Advertising the job has become a fashion of the day with the large scale enterprises. The necessary information about the company, job descriptions and job specifications may be given in the advertisement. 11

12. EXTERNAL SOURCES 12 Employment Agencies : Employment agencies run by the government are a good source of recruitment for unskilled, semiskilled operative jobs. Employment exchanges and selected private agencies provide a nation wide service in attempting to match personnel. They bring job givers in contact with the job seekers.

13. EXTERNAL SOURCES Educational Institutions : Recruitment from educational institutions is a well established practice of thousands of business and other organization. Organizations which require a large number of employee, usually recruit from institutions. 13

14. EXTERNAL SOURCES Labour Contractors : In this workers are recruited through labour contractors who are themselves employees of the organization. The disadvantage of this system is that if the contractor himself decides to leave the organization, all the workers employed through him will follow suit. 14

15. EXTERNAL SOURCES Recommendations : Applicants introduced by friends and relatives may prove to be a good source of recruitment. Many employees prefer to take such persons because something about their background is known 15

16. METHODS OF RECRUITMENT DIRECT METHODS INDIRECT METHODS THIRD PARTY METHODS 16

17. DIRECT METHOD 17 These include sending traveling recruiters to the educational and professional institutions, employees contacts with public.

18. INDIRECT METHOD 18 Indirect methods involves mostly advertising in newspapers, in the radio, in trade and professional journals and in technical magazines.

19. THIRD PARTY METHOD 19 These include the use of commercial or private employment agencies, state agencies, placement of offices of schools, colleges and professional associations, indoctrination seminars for college professors and friends and relatives.

20. RECRUITMENT PROCESS

21. RECRUITMENT POLICY` Essential for organization to fulfill the manpower requirement in time. Should be clear and concise Framework for implementation of recruitment programme . Objectives specification for sound recruitment process.

22. CHARACTERISTIC OF RECRUITMENT POLICY Based on Organization needs. Integrate employees needs with organizational needs. Treat equally or unbiased Attract potential candidates Fair criterion for selection process Selection should be transparent, task oriented and merit based. Appropriate weightage is given for each criterion. Component authority approve each selection

23. FACTORS AFFECTING RECRUITMENT POLICY

24. 24 http://www.themanagementskills.com