Recruitment

A process of ‘Searching for’ & ‘Obtaining’ Applicants for jobs, ‘From among Whom Right People’ can be SELECTED

Definition

It is the process of finding and attracting applicants for employment. the process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected…Werther & Davis.

“is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization… Flippo.

Recruitment is discovering of potential applicants for actual or anticipated organizational vacancies… Mamoria.

Factors Governing Recruitment

Recruitment Process

Process Comprises Five Integrated Steps: 1. Planning,  2. Strategy Development,  3. Searching, 4. Screening, 5. Evaluation & Control. An ideal Recruitment Program is one that attracts larger Number of applicants able to Survive Screening Process & Accept Positions in Orgn. Recruitment Programs Can Miss the Ideal in many ways by : *Failing to attract adequate pool, *Under/over selling the Organizatio, *Inadequately screening before entry to selection step. To approach the Ideal, Recruiters Must Know: *How Many Employees, *What Type of Employees needed, *Where& How to Look with Appropriate Qualifications & Interests, *What inducement to use/avoid for applicant groups, *How to distinguish Unqualified from those Probable-Successful, *How to Evaluate their Work.

1. Planning:   Involves Translating Likely Vacancies & Info on Nature of Jobs into sets of Objectives/Targets specifying*Number  of Applicants & *Types of Applicants to be contacted.

*Number to be Contacted: Orgn nearly always plan to attract More than they Hire (Some R Uninterested / Unqualified or Both). Rec-Prog Task reflects the estimate of No. Necessary to Fill Vacancies with qualified ones. Recruiters Use Yield Ratios (yRs)  = Applicants inputs to outputs at Specific Decision Points) Example: (Contacts/ Screens 10:1; Screens/ Invites 5:1’ Interviews/Offers 4:3, Offers/ Acceptance)

*Types to be contacted: Type of people to be informed about ‘Openings’ depends on Tasks, Responsibilities, Qualifications, Experience expected. These are furnished by JD & JS. 

2. Strategy Development:  (Knowing How many & What type of Recruits Needed) Serious consideration given to: i. ‘Make or Buy’, ii. Technological  Sophistication  of Rec-Selection Devices, iii.  Where to Look, iv. Sources of recruitment (Internal, External):

i. ‘Make or Buy’ Decision: Orgn to Decide:  *Make = Hire Less Skilled & Invest in Trg-Dev-Prog OR *Buy = Hire Skilled & Professionals. Bought-Employees begin immediately while Made-Ones Late-Starters. High Remuneration Demand (Buy) may outweigh Benefits

ii. Technological Sophistication: Relates to Methods used in Rec-Selection. Use of Computers Scan Global Sources & video tapes, help both Employers- Job Seekers in initial Screening.

iii.  Where to Look. Generally Orgn look to National for professional/ managerial,  Regional/Local for Techiees & Local for Blue-collared.

iv. Sources of recruitment (Internal, External): Refer Figure. Read PTU or Notes from Aswathappa  [ Pages 137-146, Provided P 133-150].

3. Searching: Once Recruitment Plan & Strategy are worked out, Search Process begins Search Process Has Two Steps: *Source Activation; *Selling . *Source Activation: üSources & Search Methods are activated once Employee Requisition Issued & Verified By Line Managers

üIf Sources & Method are Well-Planned, Actuation results in Flooded Applications.

üApplicant are screened & invited for Interview

. *Selling: It concerns communications. Organization Does the lot to Attract but Control to Over-Sell  In selling the Orgn, both [Message (advertisement) & Media) deserve Attention. Effectiveness of any Rec-Advertisement depends on High & low credibility of Media.

 4. Screening: Refers to removal of visibly unqualified. Effective removal, Saves Time & Money. Ensure Potentially Good Employees  R not Lost, Women/ minorities to meet full consideration. Techniques to screen vary. Interviews/ Application Blanks screen-out Walk-ins. Campus Recruiters use Interviews/ Résumés.

5. Evaluation & Control: Recruitments consume several costs (salaries, Mgt & Professionals’ Time, Advertisement/ Agency Fees, Supporting Literature, Recruitment Overheads & Administration Expenses etc). Evaluation necessary to question if methods are valid & Process is effective. Statistical Information on Advertisement cost, Recruitment-Process-Time, and Suitability of candidates in selection process Be Gathered & Evaluated. But these are seldom done.

Selection

Selection:

While Recruitment refers to process identifying & Encouraging Prospective employees,

Selection is a process of picking individuals (out of the pool of job applicants) with requisite qualifications & competence to fill jobs in Organisation.  Recruitment Attracts Many But Selection seeks to eliminate as many Unqualified. The key to employee selection is ‘to chose those who are most likely to Perform their jobs with max-effectiveness & tend to remain with the Orgn.

The role is crucial step in HRPr for Two Reasons: 1.To improve Work Performance the best way is to hire ‘A Willing & A Competent to work’. Inappropriate choice demoralizes the chosen & de-motivates the rest of Work-force.2. Cost of Rec-Selection is voluminous.  

Definitions

“is a process of differentiating between applicants in order to identify ( and hire) those with a greater likelihood of success in a job”… Stone.

“the hiring process is of one or many ‘go-no-go’ gauges. Candidates are screened by the employer and the short-listed applicants go on to the next hurdle, while the unqualified are once eliminated.”…Yoder.

Selection Process (SP)

A long process Begins With Interview of Applicants & Ends with Employment Contract. Figure Shows Generalized Selection Process. In practice Selection Process Differs among Organizations & between 2-Different Jobs in same Organization. Selection Procedure for Sr.Managers be a Long-drawn & Rigorous but it is Simple and Short while hiring Shop-floor  workers.

Env-Factors Affecting Selection

Several factors Affect SP. Most Prominent being ‘Supply & Demand’ of  *Sp-Skills in Labor-Mkt, *UnEmpl-Rate, *Labor-Mkt Conditions, *Legal-Pol-Conditions, *Coy’s Image [External] *Coy’s Policy, *HRP, *Hiring Cost [Internal].  

Concluding SP: Contrary to Gen-Perception SP does not end with executing Empl-Contract. Another Most-sensitive Step is to Reassure the Not-Selected-ones, not because of their deficiencies in Personalities but Non-Matching of Profiles with requirements.

Evaluation of Selection Prog:

Broad Test of Effectiveness of SP is the ‘Quality of Personnel Hired’. A Properly done SP will ensure ‘Competent & Committed Personnel’ Selected for Orgn.. How to Evaluate? The ANSWERE is ‘ Periodic Audit’ by People Independent of HR Department .