RECRUITMENT process importance (2).pptx

A recruitment summary provides an overview of the entire hiring process and its results, detailing key metrics like applicant numbers, hires, diversity, and cost-per-hire. It's a strategic document that encapsulates the success of recruitment efforts, from initial sourcing to final onboarding, helping organizations understand their performance and identify areas for improvement.

1. RECRUITMENT

2. MEANING Edwin Flippo defined “Recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the Organization.” Recruitment involves estimating the available vacancies and making suitable arrangements for their selection and appointment. In order to attract people for the jobs, the Organization must communicate the position in such a way that job seekers respond.

3. IMPORTANCE The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: Determine the present and future requirements of the Organization in conjunction with its personnel-planning and job-analysis activities. ● Increase the pool of job candidates at minimum cost. ● Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. ● Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. ● Begin identifying and preparing potential job applicants who will be appropriate candidates. Induct outsiders with a new perspective to lead the Company.

4. IMPORTANCE ● Infuse fresh blood at all levels of the Organization. ● Develop an Organizational culture that attracts competent people to the Company. ● Search for people whose skills fit the Company’s values. ● Devise methodologies for assessing psychological traits. ● Search for talent globally and not just within the Company. ● Design entry pay that competes on quality but not on quantum. ● Anticipate and find people for positions that do not exist yet. ● Increase Organizational and individual effectiveness in the short term and long term. ● Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

5. RECRUITMENT PROCESS Steps to be involved in the process of recruitment. 1. Identify vacancy 2. Job description and Person specification 3. Advertising the vacancies 4. Managing the response 5. Short-listing 6. Arranging interviews 7. Conducting interview and decision making

6. RECRUITMENT PROCESS

7. Search for Prospective Employees Traditional Sources Modern Sources Traditional Sources External Internal Modern Source External Internal

8. Traditional Sources

9. Modern Sources

10. Merits Demerits of Internal Recruitment

11. Merits Demerits of External Recruitment

12. Stimulate to Apply Organisations contacts prospective employees or provides necessary information or exchanges ideas in order to stimulate them to apply for jobs. Management uses different types of techniques to stimulate internal and external candidates . Traditional Techniques: Promotions and Transfers Advertisements Employee Referrals Modern Techniques: Campus Recruitment(Scouting) Salary & Perks ESOPs

13. Factors Affecting Recruitment Internal Factors Company’s Pay Package Quality of Work life Organisational Culture Career Planning & Growth Company’s Size Company’s Products/Services Geographical Spread of the Company’s Operations Company’s Growth Rate Role of Trade Unions Cost of Rcruitment Company’s Name & Fame

14. Factors Affecting Recruitment External Factors: Socio-economic Factors Supply & Demand Factors Employment Rate Labour Market Conditions Political, Legal & Governmental Factors Information System like Employment Exchanges/ Tele-recruitment like Internet.

15. Recruitment Metrics Recruiting metrics are quantitative measures that help companies track the effectiveness and efficiency of their recruiting process. These metrics assess the success of your hiring process and the quality of candidates. The indicators are critical for hiring managers to use when making data-driven decisions and optimizing their recruiting efforts.

16. Key Metrics in the Hiring Process Qualified candidates per opening Application completion rate Source of hire and quality of channel source Average time to hire Channel source efficiency Quality of hire and talent Cost per hire Applicant-to-hire ratio Offer acceptance rate Diversity of hires

17. Caselet Watson Public Ltd Company is well known for its welfare activities and employee-oriented schemes in the manufacturing industry for more than ten decades. The company employs more than 800 workers and 150 administrative staff and 80 management-level employees. The Top-level management views all the employees at the same level. This can be clearly understood by seeing the uniform of the company which is the Same for all starting from MD to floor level workers. The company has 2 different cafeterias at different places one near the plant for workers and others near the Administration building. Though the place is different the amenities, infrastructure and the food provided are of the same quality. In short, the company stands by the rule of  Employee Equality. The company has one registered trade union. The relationship between the union and the management is very cordial. The company has not lost a single man day due to strike. The company is not a paymaster in that industry. The compensation policy of that company, when compared to other similar companies, is very less still the employees don’t have many grievances due to the other benefits provided by the company. But the company is facing a countable number of problems in supplying the materials in the recent past days. Problems like quality issues, mismatch in packing materials (placing material A in the box of material B) incorrect labelling of material, not dispatching the material on time, etc…

18. The management views the case as there are loopholes in the system of various departments and hand over the responsibility to the HR department to solve the issue. When the HR manager goes through the issues he realized that the issues are not relating to the system but it relates to the employees. When investigated he come to know that the reason behind the casual approach by employees in work is The company hired new employees for a higher-level post without considering the potential internal candidates. The newly hired employees are placed with higher packages than that of existing employees in the same cadre. Questions: Narrate the case with a suitable title for the case. Justify your title. The points rose by the HR manager as the reason for the latest issues in the organization is justifiable or not. Support your answer with Human resource related concepts Help the organization to come out from this critical issue. If you are in the role of HR manager what will be your immediate step to solve this case.