Recruitment of employee for a company .ppt

How to recruit employee for a company

1. Recruitment…..

2. Intro…
Job Analysis is done to see and assess the number of
employees an organization needs for a particular job.
After the analysis of a job, organization knows whether
it has to release or recruit some employees.
After the Analysis if it is found that the Organization
already has more number of employees than its required
number organization has to release some of its
employees.
If the number is less than its actual requirement,
organization has to recruit and appoint new employees
in desired number.

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4. Definition…
Recruitment is the Process of attracting job applicants with
the necessary skills and motivation to offset shortages
identified in Human Resource Planning.
What?... Process of Attraction
Whom?... Skilled and Motivated applicants
Why?...to fill out the required positions to achieve the
organizational goals.

5. Diagnostic Approach to Recruitment…
According to the Diagnostic Approach to Recruitment,
designing any effective recruitment should depend on
three important factors, or the following factors should
be consulted…
a.External influences
b.Organization influences
c.Individuals’ qualifications and preferences

6. a. External Influences/Factors…
An economic theory, namely net advantage, should be
kept in mind in designing recruitment policy,
Net Advantage refers to choice of one job over another.
People will tend to choose the employer and job with the
greatest ‘net advantage’ for their own circumstances.
And people compare them in terms of:
a.Wage and Salary
b.Job Security
c.Location
d.Challenge of the Job

7. b. Organization Influences…
Firstly, the organization has to decide whether to fill these
requirements with recruitment or sub contracting, offering overtime
.
If an organization recruits, it should provide info on…
Who should be recruited and where?
So, job analysis should be properly defined so that the organization
knows who to recruit.
Task, responsibilities should be defined
Job requirement should be specific.
Information should be specific and accurate
Hiring of employees should reflect its long term goals; Defender
organizations hire people that are immediately needed, prospectus
organizations hire people of different calibers and expertise so that
they can meet the future demands of the market and expansion of
the organization.

8. c. Individual Candidate’s Preferences…
Accurate communication of job specifications and
organization’s strategies and objectives are helpful to
applicants. If a candidate has a clear idea of the job, the
rewards the job offers, as well as where the organization
is headed, then a more accurate assessment can be made
as to whether or not the job offers a good match with
personal needs and abilities. Determination of interest on
the part of the candidate is called self-assessment.
If the personal interest of an applicant matches with the
organizational offers, it becomes a good match.
Getting a job is like getting married, when both sides like
each other it becomes a deal/contract, social or
professional.

9. Employment-Applicant Matching Process…
Recruitment
Process
Employer
Job Characteristics
Organization
Characteristics
External Factors
Individual
Personal Characteristics
Personal Preferences
Job Options
Employer-Individual
Interaction
Interview, test
Individualseffects
on Employer
Employers effect
on Individual
Recruiting Outcomes
Match
Job Offer
Acceptance
No Match

10. Sources: From where to recruit?...

11. What source to be used, depends on…
Internal Source: Current employees
External Source: those who are not presently affiliated with
the organization.
Sources depend on
What qualified people are available in both sources.
Economic condition of the organization
Future policy of the organization
How quickly the posts need to be filled.
Relative Costs.

12. Methods of Recruitment…
Internal Sources…
3 main internal recruiting methods
1.Job Posting: Organization notifies its employees
through notice, publication of job bulletin, company
website. Copies of notices sent to lounges, hallways
and other places frequently used by employees.
2.Skills Inventories: Organization searches the personal
files of potential employees, if found potential for the
job, is offered and asked whether or not they wish to
apply.
3.Referrals: Partly internal, partly external. Referral from
present employees. Internal employees are told to find
suitable candidates for a given job.

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14. Internal Recruitment…
Advantages…
Less expensive, quicker
Moral boost of the
employees
Employers are aware of
the culture of orgns.
Positive competition
among employees.
Disadvantages…
Number of potential
candidates is minimum
No new ideas can be
introduced from outside
Creates another vacancy
that needs to be filled
De-motivation for those
who are not appointed.

15. Methods of External sources…
1.College Recruiting…
Under College recruitment the following stages, methods are
followed:
Specifying Schools: it is actually choosing schools,
recruiting from specific colleges (schools) are sometimes
prestigious. Depending on the needs the orgn chooses
schools (IBA, BUET, FBS of DU, NSU, AIUB, etc.)
Attracting Students: Sign up program, booth to introduce
orgn and sign up, Job fair, suitable students are asked to sit
for an interview.
Site Visits: Candidates of a specific school are asked to visit
the office and then the department will evaluate the
candidates and offer to the suitable candidates.

16. 2.The Recruiter…
Sometimes recruiting agencies or some Institutions with
relevant expertise are asked to recruit and select
employee on their behalf. Why???
1.HR is capable of recruiting general people (admin,
management, marketing, accountant, etc) but for some
specialists they have to depend on outside recruiters
(for scientist, biologists, chemists, etc.)
2.For huge number of candidates organization uses
outsources to recruit employees, (IBA, FBS and FSS of
DU, BIBM, etc)
3.In order to avoid nepotism
4.HR dept is now concentrating more on other staffing
activities rather than recruitment and selection.

17. Other External Methods…
3. Walk in Interviews: Walk-ins are simply who come to
an organization seeking for employment are
interviewed. Normally done for low skilled labour.
4. Media Advertisements: It is the most commonly used
recruitment method. Normally it is done through
Newspapers, Internet Job sites. Through Newspapers
potential candidates get to know about the organization
and its needs and thus candidates know whether they are
suitable for the job or not.
5. Internship:

18. Example of an Advertisement….
Organization:BRAC:
Position: Research Associate
Job Nature: Full-time
Job Responsibilities
To conduct field studies, to meet respondents and collect data, to prepare
sampling, to write reports,
Job Requirements
Masters in Social Sciences, preferably in Economics and Public Admin
At least 1 year(s)
Age At most 30 year(s)
Minimum 1 year of experience in environmental or relevant research
Able to analyze data both qualitative and quantitative
Good analytical ability and report writing skills
Job Location: Dhaka
Salary Range: tk. 35000/-or Negotiable
Other Benefits
Festival Bonus, Contributory Compulsory Provident Fund, Gratuity, Health
Insurance, Staff Security Benefit and others

19. Methods use to attract applicants…
Means Examples
Local Newspaper AdvertisementsSmall and local Organizations
Own Corporate web site Corporate houses
Recruitment Agency IBA, Consulting Firms
Specialist Journals/NewspapersChakrirKhobor
Job Centre Media
National Newspaper AdvertisementsNation wide organization
Links with school/College/University
Commercial Job Boards
Posters Roadsidewall,
Radio/TV Advertisement Scrolling on TV Channels
Website bdjobs.com
Internship Banks, corporateorganizations
Job Fair University Faculties.
Walkin Interview Garment Industries/ other factories.