Recruitment

Meaning, Concept, Definition

- It is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in organization.
- It is process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications and encouraging them to apply for jobs with an organization.

Goals of Recruitment

1. To attract qualified applicants
2. To discourage non qualified applicants

Constraints in Recruitment Process

1. Image of the organization
o Fair treatment of employees
o It is assessed by the performance, salary and benefits provided by it.
o It helps organization to have reasonable number of applicants ready to apply for the given job.

2. Attractiveness of the job
- it depends upon:
o its contribution towards achievement of organization objectives.
o The benefits and salary associated to particular job.

3. Government influence
- it influences by laws provided by the government
- to be successful, the organization has to work according to laws.

4. Labour Market Influence
- When economy is growing rapidly and un employment levels are very low, recruiting is extremely difficult.
- When the economy is stagnant and unemployment levels are high, the organizations can obtain large applicant pool with very little effort.

5. Recruiting Costs
- it will be high cost for external sources compared to the internal sources.

6. Global Issues
- Beside the internal environment of organization ppolices of the host country regarding employment also influence the recruitment process.
- They can include basic labour laws regarding quality of work life , remuneration packages etc.

Steps in Recruitment process

1. It starts when the personnel department receives requisitions for recruitment from any department of the company.
2. Locating and developing the sources of manpower.
3. Communicating the information about the organization, the job and terms and conditions.
4. Attracting and encouraging the candidates to apply.
5. Evaluating the effectiveness of recruitment process.

Sources of Recruitment

1. Internal Source:-
- Positions filled within the firm.
- Promotion, transfer, demotion, rejoining of retired employees, joining of relatives.

2. External Source:-
- Managers look outside the firm for people who have not worked at the firm before.
- Managers advertise in newspapers, hold open houses, recruit at universities, and on the Internet.
- Press Advertisements, Educational Institute, Placement Agencies, Employment exchange, labour contracts, unsolicited applicants, recommendations in recruitment at factory gate.

Merits of Internal sources

1. Managers likely already know the candidates.
2. Morale and motivation of employees are improved when they are promoted at higher levels.
3. Chances of proper selection are higher as performance is already judged.
4. It promotes loyalty and commitment among employees and stability of employment is improved. It helps in retaining talented and efficient employees. Labour turnover is reduced.
5. Time, cost of training and cost of recruitment are reduced.
6. Relations with trade unions remain good because unions prefer internal recruitment particularly through promotions.

Demerits of Internal sources

1. It helps flow of new blood into the organization more talented outsiders may be left out
2. If promotion is based on seniority, capable persons may be left out.


Merits of External sources

1. People with more skill, education and training can be obtained.
2. Experts and experienced persons from other organizations can be brought.
3. It helps in bringing new blood and new ideas into the organization.

Demerits of External sources

1. It is more expensive and time consuming to recruit.
2. Detail screening is necessary as they are unfamiliar with the organization.
3. Destroys incentives of present employees to strive for promotion.
4. More chances for commit hiring mistakes due to difficult applicant assessment.

Methods / Techniques of Recruitment

- They are ways to establish links with prospective employees. Various methods are:-

1. Direct methods:-
- Under this method, candidates are contacted directly through various ways:
a. Scouting:- In scouting, representatives of the organization are sent to educational and training institutions, they exchange information, clarify doubts and stimulate students to apply for jobs.
b. Employees contact:- Employees of organization are asked to contact the public and tell about vacancies.
c. Manned exhibits:- Recruiters are sent to seminars, conferences, exhibit at fairs to create awareness among the candidates.
d. Waiting list:- Some organizations use waiting lists of candidates who are interested in jobs in person, through mail or over telephone.

2. Indirect methods

- They include advertisements in newspaper, magazines, on the radio and television.
- This method is appropriate when organizations want to reach to a large target group scattered geographically.

3. Third party methods

- Under this method, organizations recruit employees through employment exchange, consultancies societies, trade unions, labour contractors, etc.