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RECRUITMENT

MEANING

According to Edwin B. Flippo, Recruitment is the process of

searching the candidates for employment and stimulating them

to apply for jobs in the organization.

According to Yoder, Recruitment is a process to discover the

sources of manpower to meet the requirements of the staffing

schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection

of an efficient working force.

Dale S. Beach Recruitment is the development and

maintenance of adequate manpower resources. It involves the

creation of a pool of available labor upon whom the organization

can draw when it needs additional employees.

Recruitment is the activity that links the employers and the job

seekers.

It is a process of finding and attracting capable applicants for

employment. It begins when new recruits are sought and ends

when their applications are submitted. The result is a pool of

applications from which new employees are selected.

It is the process to discover sources of manpower to meet the

requirement of staffing schedule and to employ effective

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measures for attracting that manpower in adequate numbers to

facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the

selection, which helps create a pool of prospective employees for

the organization so that the management can select the right

candidate for the right job from this pool. The main objective of

the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts

to develop a pool of qualified applicants for the future human

resources needs even though specific vacancies do not exist.

Usually, the recruitment process starts when a manger initiates

an employee requisition for a specific vacancy or an anticipated

vacancy.

RECRUITMENT NEEDS

1. Planned: the needs that arise from changes in organization and

retirement policy.

2. Anticipated: Anticipated needs are those movements in

personnel, which an organization can predict by studying trends

in internal and external environment.

3. Unexpected: resignation, deaths, accidents, illness give rise to

unexpected needs.

FEATURES

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1. Process (series of activities)

2. Linking Activity

3. Positive Function

4. Basic Purpose Locate and Attract

5. Pervasive

6. Two way process

7. Complex job

OBJECTIVES

1. to attract people with multi-dimensional skills and experiences

that suit the present and future organizational strategies

2. to induct outsiders with a new perspective to lead the company

3. to infuse fresh blood at all levels of the organization

4. to develop an organizational culture that attracts competent

people to the company

5. to search or head hunt people whose skills fit the companys

values

6. to devise methodologies for assessing psychological traits

7. to seek out non-conventional development grounds of talent

8. to search fro talent globally and not just within the company

9. to anticipate and find people for positions that do not exist yet

PURPOSE & IMPORTANCE

1. Attract and encourage more and more candidates to apply in the

organization.

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2. Create a talent pool of candidates to enable the selection of best

candidates for the organization.

3. Determine present and future requirements of the organization

in conjunction with its personnel planning and job analysis

activities.

4. Recruitment is the process which links the employers with the

employees.

5. Increase the pool of job candidates at minimum cost.

6. Help increase the success rate of selection process by

decreasing number of visibly under qualified or overqualified job

applicants.

7. Help reduce the probability that job applicants once recruited

and selected will leave the organization only after a short period

of time.

8. Meet the organizations legal and social obligations regarding the

composition of its workforce.

9. Begin identifying and preparing potential job applicants who will

be appropriate candidates.

10. Increase organization and individual effectiveness of

various recruiting techniques and sources for all types of job

applicants

RECRUITMENT PROCESS

The recruitment and selection is the major function of the humanresource department and recruitment process is the first step towards

creating the competitive strength and the strategic advantage for the

organizations. Recruitment process involves a systematic procedure

from sourcing the candidates to arranging and conducting the

interviews and requires many resources and time.

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A general recruitment process is as follows:

1. Identifying the vacancy:

The recruitment process begins with the human resource

department receiving requisitions for recruitment from any

department of the company. These contain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required

2. Preparing the job description and person specification.

3. Locating and developing the sources of required number and

type of employees (Advertising etc).

4. Short-listing and identifying the prospective employee with

required characteristics.

5. Arranging the interviews with the selected candidates.

6. Conducting the interview and decision making

The recruitment process is immediately followed by the selection

process i.e. the final interviews and the decision making, conveying the

decision and the appointment formalities.

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for itsrecruitment processes from two kinds of sources: internal and external

sources. The sources within the organization itself (like transfer of

employees from one department to other, promotions) to fill a position

are known as the internal sources of recruitment. Recruitment

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candidates from all the other sources (like outsourcing agencies etc.)

are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

INTERNAL SOURCES OF RECRUITMENT

1. TRANSFERS

The employees are transferred from one department to another

according to their efficiency and experience.

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2. PROMOTIONS

The employees are promoted from one department to another

with more benefits and greater responsibility based on efficiency

and experience.

3. Others are Upgrading and Demotion of present employees

according to their performance.

4. Retired and Retrenched employees may also be recruited once

again in case of shortage of qualified personnel or increase in

load of work. Recruitment such people save time and costs of the

organizations as the people are already aware of the

organizational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and

Disabled employees are also done by many companies so that

the members of the family do not become dependent on the

mercy of others.

Advantages: -

1. Motivated employees and Higher morale

2. Employees familiar with the organization

3. Higher probability of success

4. Industrial Peace

5. Relatively inexpensive

6. Training and skill enhancement

7. Overcoming surpluses and shortages

Disadvantages: -

1. Reduced scope for fresh talent.

2. Employees may become lethargic if they are sure of time bound

promotions

3. Spirit of competition may be hampered

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4. Frequent transfers of employees may reduce the overall

productivity of the organization.

5. Political infighting for promotion

EXTERNAL SOURCES OF RECRUITMENT

1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in

newspapers and journals are a widely used source of

recruitment. The main advantage of this method is that it has a

wide reach.

2. EDUCATIONAL INSTITUTES: Various management institutes,

engineering colleges, medical Colleges etc. are a good source of

recruiting well qualified executives, engineers, medical staff etc.

They provide facilities for campus interviews and placements.

This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES: Several private consultancy firms

perform recruitment functions on behalf of client companies by

charging a fee. These agencies are particularly suitable for

recruitment of executives and specialists. It is also known as RPO

(Recruitment Process Outsourcing)

4. EMPLOYMENT EXCHANGES: Government establishes public

employment exchanges throughout the country. These

exchanges provide job information to job seekers and help

employers in identifying suitable candidates.

5. LABOUR CONTRACTORS: Manual workers can be recruited

through contractors who maintain close contacts with the

sources of such workers. This source is used to recruit labor for

construction jobs.

6. UNSOLICITED APPLICANTS: Many job seekers visit the office of

well-known companies on their own. Such callers are considered

nuisance to the daily work routine of the enterprise. But can help

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in creating the talent pool or the database of the probable

candidates for the organization.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many

organizations have structured system where the current

employees of the organization can refer their friends and

relatives for some position in their organization. Also, the office

bearers of trade unions are often aware of the suitability of

candidates. Management can inquire these leaders for suitable

jobs. In some organizations these are formal agreements to give

priority in recruitment to the candidates recommended by the

trade union.

8. RECRUITMENT AT FACTORY GATE: Unskilled workers may be

recruited at the factory gate these may be employed whenever a

permanent worker is absent. More efficient among these may be

recruited to fill permanent vacancies.

Advantages: -

1. Qualified Personnel

2. Wider Choice

3. Fresh Talent

4. Competitive Spirit

Disadvantages: -

1. Dissatisfaction amongst existing staff

2. Lengthy process (Increased adjustment period)

3. Costly Process

4. Uncertain Process

FACTORS AFFECTING RECRUITMENT

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The recruitment function of the organizations is affected and governed

by a mix of various internal and external forces. The internal forces or

factors are the factors that can be controlled by the organization. And

the external factors are those factors which cannot be controlled by

the organization.

THE INTERNAL FORCES I.E. THE FACTORS WHICH CAN BE CONTROLLED

BY THE ORGANIZATION ARE: -

1. RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of

recruitment and provides a framework for implementation of

recruitment programme. It may involve organizational system to be

developed for implementing recruitment programmes and procedures

by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps

present in the existing manpower of the organization. It also helps in

determining the number of employees to be recruited and what

qualification they must possess.

3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the

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organization is planning to increase its operations and expand its

business, it will think of hiring more personnel, which will handle its

operations.

4. COST

Recruitment incur cost to the employer, therefore, organizations try to

employ that source of recruitment which will bear a lower cost of

recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION

Organization will employ or think of employing more personnel if it is

expanding its operations.

THE EXTERNAL FORCES ARE THE FORCES WHICH CANNOT BE

CONTROLLED BY THE ORGANIZATION. THE MAJOR EXTERNAL FORCES

ARE:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization

is an important determinant in the recruitment process. If the company

has a demand for more professionals and there is limited supply in the

market for the professionals demanded by the company, then the

company will have to depend upon internal sources by providing them

special training and development programs.

2. LABOUR MARKET

Employment conditions in the community where the organization is

located will influence the recruiting efforts of the organization. If there

is surplus of manpower at the time of recruitment, even informal

attempts at the time of recruiting like notice boards display of the

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function of the organizations. To face the competition, many a times

the organizations have to change their recruitment policies according

to the policies being followed by the competitors.

HEAD HUNTING

Headhunting refers to the approach of finding and attracting the best

experienced person with the required skill set. Headhunting involves

convincing the person to join your organization.

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Headhunting Process

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RECRUITMENT POLICY OF A COMPANY

In todays rapidly changing business environment, a well defined

recruitment policy is necessary for organizations to respond to its

human resource requirements in time. Therefore, it is important to

have a clear and concise recruitment policy in place, which can be

executed effectively to recruit the best talent pool for the selection of

the right candidate at the right place quickly. Creating a suitable

recruitment policy is the first step in the efficient hiring process. A

clear and concise recruitment policy helps ensure a sound recruitment

process.

It specifies the objectives of recruitment and provides a framework for

implementation of recruitment programme. It may involve

organizational system to be developed for implementing recruitment

programmes and procedures by filling up vacancies with best qualified

people.

Components of the Recruitment Policy

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

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To ensure that every applicant and employee is treated equally

with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization

needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and

employment relationship. Integrates employee needs with the organizational needs.

Factors Affecting Recruitment Policy

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

RECENT TRENDS IN RECRUITMENT

1. OUTSOURCING

In India, the HR processes are being outsourced from more than

a decade now. A company may draw required personnel from

outsourcing firms. The outsourcing firms help the organization by

the initial screening of the candidates according to the needs of

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the organization and creating a suitable pool of talent for the

final selection by the organization. Outsourcing firms develop

their human resource pool by employing people for them and

make available personnel to various companies as per their

needs. In turn, the outsourcing firms or the intermediaries

charge the organizations for their services.

Outsourcing the human resource (HR) processes is the latest

practice being followed by middle and large sized organizations.

It is being witnessed across all the industries. In India, the HR

processes are being outsourced from nearly a decade now.

Outsourcing industry is growing at a high rate.

Human Resource Outsourcing refers to the process in which an

organization uses the expert services of a third party (generally

professional consultants) to take care of its HR functions while

HR management can focus on the strategic dimension of their

function. The functions that are typically outsourced are the

functions that need expertise, relevant experience, knowledge

and best methods and practices. This has given rise to

outsourcing the various HR functions of an organization. HR

Consultancies such as Ma Foi and Planman Consulting provide

such services through expert professional consultants. Human

resources business process outsourcing (HR BPO) is a major

component of the worldwide BPO market. Performance

management outsourcing involves all the performance

monitoring, measurement, management being outsourced from

a third party or an external organization.

Many organizations have started outsourcing its recruitment

process i.e. transferring all or some part of its recruitment

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process to an external consultant providing the recruitment

services. It is commonly known as RPO i.e. recruitment process

outsourcing. More and more medium and large sized

organizations are outsourcing their recruitment process right

from the entry level jobs to the C-level jobs.

The present value of the recruitment process outsourcing

industry (RPO) in India is estimated to be $2.5 billion and it is

expected to grow at the annual rate of 30-40 per cent for the

next couple of years. According to a recent survey, only 8-10 per

cent of the Indian companies are complete recruitment

processes. However, the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is

the percentage of their total recruitment processes being

outsourced.

Outsourcing organizations strive for providing cost saving

benefits to their clients. One of the major advantages to

organizations, who outsource their recruitment process, is that it

helps to save up to as much as 40 per cent of their recruitment

costs. With the experience, expertise and the economies of scale

of the third party, organizations are able to improve the quality

of the recruits and the speed of the whole process. Also,

outsourcing enables the human resource professionals of

organizations to focus on the core and other HR and strategic

issues. Outsourcing also gives a structured approach to the

whole process of recruitment, with the ultimate power of decision

making of recruiting with the organization itself. The portion of

the recruitment cycle that is outsourced range from preparing

job descriptions to arranging interviews, the activities that

consume almost 70 per cent of the time of the whole recruitment

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process.

Outsourcing the recruitment processes for a sector like BPO,

which faces an attrition of almost 50-60 per cent, can help the

companies in BPO sector to save costs tremendously and focus

on other issues like retention. The job seekers are also availing

the services of the third parties (consultants) for accessing the

latest job opportunities.

In India, the trend of outsourcing recruitment is also catching up

fast. For example: Vodafone outsources its recruitment activities

to Alexander Mann Solutions (RPO service provider). Wipro has

outsourced its recruitment process to MeritTrac. Yes bank is also

known to outsource 50 per cent of its recruitment processes.

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Outsourcing Process

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How to Select a Recruitment Consultant

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If an organization decides to outsource its recruitment processes

or activities, it is very important to find and select a suitable

recruitment consultant or consultancies, which can deliver

results according to the needs of the organization. Today, there

are thousands of consulting firms (consultancies) as well as

freelance consultants working independently. An organization

looks for various considerations and qualities before

selecting the suitable recruitment consultant.

The reputation of the consulting firm in the job

market (based on expertise and experience).

Who are the consultants or firms past and present

clients?

Consultants expertise and experience (from how

long has he/firm been in the business)

Does the recruitment consultant have the requisite

resources to complete the targets on time?

Get the idea of the effectiveness and the services of

the recruitment consultant from its current and past

clients.

Qualities of an independent recruitment consultant:

Marketing skills

Flexibility and adaptability

Wisdom

Exuberance

Ability to prioritize

Ambition

Resourcefulness

Diplomacy/ delicacy

Selecting the right recruitment consultant is essential for

the effective recruitment processes. A successful

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Recruitment consultant is someone who is determinative,

focused, and able to create opportunities for him, works

harder and smarter than competitors and continually set

and achieve higher standards.

Advantages of outsourcing are:

Outsourcing is beneficial for both the corporate organizations

that use the outsourcing services as well as the consultancies

that provide the service to the corporate. Apart from increasing

their revenues, outsourcing provides business opportunities to

the service providers, enhancing the skill set of the service

providers and exposure to the different corporate experiences

thereby increasing their expertise.

The advantages accruing to the corporate are:

turning the management's focus to strategic level

processes of HRM

accessibility to the expertise of the service providers

freedom from red tape and adhering to strict rules

and regulations

optimal resource utilization

structured and fair performance management.

a satisfied and, hence, highly productive employees

value creation, operational flexibility and competitive

advantage

2. POACHING/RAIDING

Buying talent (rather than developing it) is the latest mantra

being followed by the organizations today. Poaching means

employing a competent and experienced person already

working with another reputed company in the same or

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different industry; the organization might be a competitor in

the industry. A company can attract talent from another firm

by offering attractive pay packages and other terms and

conditions, better than the current employer of the candidate.

But it is seen as an unethical practice and not openly talked

about. Indian software and the retail sector are the sectors

facing the most severe brunt of poaching today. It has

become a challenge for human resource managers to face

and tackle poaching, as it weakens the competitive strength

of the firm.

3. E-RECRUITMENT

Many big organizations use Internet as a source of

recruitment. E- recruitment is the use of technology to assist

the recruitment process. They advertise job vacancies

through worldwide web. The job seekers send their

applications or curriculum vitae i.e. CV through e mail using

the Internet. Alternatively job seekers place their CVs in

worldwide web, which can be drawn by prospective

employees depending upon their requirements.

The two kinds of e- recruitment that an organization can use

is

Job portals i.e. posting the position with the job

description and the job specification on the job portal and

also searching for the suitable resumes posted on the site

corresponding to the opening in the organization. Creating a complete online recruitment/application section

in the companies own website. - Companies have added an

application system to its website, where the passive job

seekers can submit their resumes into the database of the

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organization for consideration in future, as and when the

roles become available.

Resume Scanners: Resume scanner is one major benefit

provided by the job portals to the organizations. It enables the

employees to screen and filter the resumes through pre-

defined criterias and requirements (skills, qualifications,

experience, payroll etc.) of the job.

Job sites provide a 24*7 access to the database of the

resumes to the employees facilitating the just-in-time hiring

by the organizations. Also, the jobs can be posted on the site

almost immediately and is also cheaper than advertising in

the employment newspapers. Sometimes companies can get

valuable references through the passers-by applicants.

Online recruitment helps the organizations to automate the

recruitment process, save their time and costs on

recruitments.

Online recruitment techniques

Giving a detailed job description and job

specifications in the job postings to attract candidates with

the right skill sets and qualifications at the first stage.

E-recruitment should be incorporated into the overall

recruitment strategy of the organization.

A well defined and structured applicant tracking

system should be integrated and the system should have aback-end support.

Along with the back-office support a comprehensive

website to receive and process job applications (through

direct or online advertising) should be developed.

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Therefore, to conclude, it can be said that e-

recruitment is the Evolving face of recruitment.

Advantages of recruitment are:

Low cost.

No intermediaries

Reduction in time for recruitment.

Recruitment of right type of people.

Efficiency of recruitment process.

FORMS OF RECRUITMENT

The organizations differ in terms of their size, business, processes and

practices. A few decisions by the recruitment professionals can affect

the productivity and efficiency of the organization. Organizations adopt

different forms of recruitment practices according to the specific needs

of the organization. The organizations can choose from the centralized

or decentralized forms of recruitment, explained below:

Centralized Recruitment

The recruitment practices of an organization are centralized when the

HR / recruitment department at the head office performs all functions

of recruitment. Recruitment decisions for all the business verticals and

departments of an organization are carried out by the one central HR

(or recruitment) department. Centralized from of recruitment is

commonly seen in government organizations.

Benefits of the centralized form of recruitment are:

Reduces administration costs

Better utilization of specialists

Uniformity in recruitment

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Interchangeability of staff

Reduces favoritism

Every department sends requisitions for recruitment to their central

office

Decentralized Recruitment

Decentralized recruitment practices are most commonly seen in the

case of conglomerates operating in different and diverse business

areas. With diverse and geographically spread business areas and

offices, it becomes important to understand the needs of each

department and frame the recruitment policies and procedures

accordingly. Each department carries out its own recruitment. Choice

between the two will depend upon management philosophy and needs

of particular organization. In some cases combination of both is used.

Lower level staffs as well as top level executives are recruited in a

decentralized manner.

HR CHALLENGES IN RECRUITMENT

Recruitment is a function that requires business perspective, expertise,

ability to find and match the best potential candidate for the

organization, diplomacy, marketing skills (as to sell the position to the

candidate) and wisdom to align the recruitment processes for the

benefit of the organization. The HR professionals handling the

recruitment function of the organization- are constantly facing new

challenges. The biggest challenge for such professionals is to source or

recruit the best people or potential candidate for the organization.

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In the last few years, the job market has undergone some fundamental

changes in terms of technologies, sources of recruitment, competition

in the market etc. In an already saturated job market, where the

practices like poaching and raiding are gaining momentum, HR

professionals are constantly facing new challenges in one of their most

important function- recruitment. They have to face and conquer

various challenges to find the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:

1. Adaptability to globalization The HR professionals are expected

and required to keep in tune with the changing times, i.e. the

changes taking place across the globe. HR should maintain the

timeliness of the process

2. Lack of motivation Recruitment is considered to be a thankless

job. Even if the organisation is achieving results, HR department

or professionals are not thanked for recruiting the right

employees and performers.

3. Process analysis The immediacy and speed of the recruitment

process are the main concerns of the HR in recruitment. The

process should be flexible, adaptive and responsive to the

immediate requirements. The recruitment process should also be

cost effective.

4. Strategic prioritization The emerging new systems are both an

opportunity as well as a challenge for the HR professionals.

Therefore, reviewing staffing needs and prioritizing the tasks to

meet the changes in the market has become a challenge for the

recruitment professionals.

TYPES OF JOB SEEKERS

1. Quid Pro Que

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These are the people who say that I can do this for you, what can you

give me These people value high responsibilities, higher risks, and

expect higher rewards, personal development and company profiles

doesnt matter to them.

2. I will be with you

These people like to be with big brands. Importance is given to brands.

They are not bothered about work ethic, culture mission etc.

3. I will do you what you want

These people are concerned about how meaningful the job is and they

define meaning parameters criteria known by previous job.

4. Where do you want me to come

These people observe things like where is your office, what

atmosphere do you offer. Career prospects and exciting projects dont

entice them as much. It is the responsibility of the recruiter to decide

what the employee might face in given job and thus take decision. A

good decision will help cut down employee retention costs and future

recruitment costs.

RECRUITMENT STRATEGIES

Recruitment is of the most crucial roles of the human resource

professionals. The level of performance of and organization dependson the effectiveness of its recruitment function. Organizations have

developed and follow recruitment strategies to hire the best talent for

their organization and to utilize their resources optimally. A successful

recruitment strategy should be well planned and practical to attract

more and good talent to apply in the organization.

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other recruitment activities should be well-trained and

experienced to conduct the activities. They should also be aware

of the major parameters and skills (e.g.: behavioral, technical

etc.) to focus while interviewing and selecting a candidate.

4. How to evaluate the candidates

The various parameters and the ways to judge them i.e. the

entire recruitment process should be planned in advance. Like

the rounds of technical interviews, HR interviews, written tests,

psychometric tests etc.

RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to

manage the entire recruitment processes of an organization. It is one

of the technological tools facilitated by the information management

systems to the HR of organizations. Just like performance

management, payroll and other systems, Recruitment management

system helps to contour the recruitment processes and effectively

managing the ROI on recruitment.

The features, functions and major benefits of the recruitment

management system are explained below:

Structure and systematically organize the entire recruitment

processes.

Recruitment management system facilitates faster, unbiased,

accurate and reliable processing of applications from various

applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and

integrate the various links like the application system on the

official website of the company, the unsolicited applications,

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outsourcing recruitment, the final decision making to the main

recruitment process.

Recruitment management system maintains an automated

active database of the applicants facilitating the talent

management and increasing the efficiency of the recruitment

processes.

Recruitment management system provides and a flexible,

automated and interactive interface between the online

application system, the recruitment department of the company

and the job seeker.

Offers tolls and support to enhance productivity, solutions and

optimizing the recruitment processes to ensure improved ROI.

Recruitment management system helps to communicate and

create healthy relationships with the candidates through the

entire recruitment process.

The Recruitment Management System (RMS) is an innovative

information system tool which helps to sane the time and costs of the

recruiters and improving the recruitment processes.

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Recruitment trends in 2010

The man who launchedthe careers of Whitney Houston, Janis Joplin,Patti Smith and Sean Puffy Combs could teach us all somethingabout recruiting. He would probably concede, however, thatfinding great talent whether you run a record label or a smallbusiness isnt what it used to be. Recruiting evolves, and fast. Adecade ago, most companies posted ads in the newspaper, thatsoon-to-be-relic of a simpler time. Since then, a little thing calledthe internet (not to mention its social media offshoots) haschanged the field of recruiting as much as it has changed themusic industry. Predicting the future of recruitment is as difficultas predicting new ways that Kanye West can embarrass himself,

but there are a few areas that job seekers and employers shouldwatch in 2010.

Number #1: The Recovery

Thanks to the recession, prepare for the biggest movement ofresources in recent memory. The latest economic forecasts suggestthat Canadas recovery, unlike the recovery in the U.S., will not bejobless. The sheer mass of unemployed, under-employed and others

who have parked themselves in their current jobs to wait out the toughtimes mean that 2010 will still be an employers market.

That said, some companies will have turnover at levels they havenever seen, let alone prepared for. The depth and scope of job cutsduring the last 18 months means that the spike in turnover will behigher than other recent downturns. Forecasting when the turnover willpeak is difficult, which means that employers should look at how to

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retain key staff the ones holding the company together so theyhave their strongest employee base when the recession is truly over.The good people are the first to move when times are tough.

Number #2: Look Long, Look Hard

Just because a recession is over doesnt mean companies are going tospend more money to find people. Unlike the lavish spending in theearly 2000s, access to capital will be tight and the capital that isavailable will go toward projects that generate direct revenue. Somesectors such as healthcare and law enforcement require specific,highly trained workers, and companies in these areas will continue torecruit heavily. Most industries still dont recognize recruiting as anintegral long-term strategy to generate revenue, and this isunfortunate. Job seekers, therefore, will need to be able to prove theirvalue upfront.

Number #3: Outsource This

As companies forego the overhead cost of rebuilding anemic HRdepartments, the broader trend toward outsourcing andprojectization will affect recruiting. Job seekers should look to third-party and virtual recruiters for opportunities, not just directly topotential employers.

Number #4: Social Media Rules

Just because youre sick of hearing about social media doesnt meanyou can ignore it. Twitter has already become a great way to findpositions. The traditional post-and-pray tactic post the job and hopethe right person finds it is more and more replaced by the prey-and-sell method ofheadhunters. Recruiters have recognized the power newonline tools give them to reach a wider talent pool of candidates whoare not actively looking. In 2010, more employers will catch on tosocial medias greatest contribution: building relationships withcandidates. Job seekers, meanwhile, will need to make it part of theirsearch strategy. Some fields such as marketing and communications,for instance, may require you to master social media platforms toposition yourself as an expert in your field.

Number #5: Its Not Just Who You Know

Posting positions will still be an efficient way of finding interestingcandidates. There is no significant difference between posting a jobopening on an online board now and posting it in a newspaper or

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employment office a decade ago. While general online job boards maybecome extinct, niche job boards arent going anywhere.

Number #6: Next-Generation Management

Like job seekers, the next step for recruiters is to adapt to new tools.These new tools will need to include ways to track not only candidateswho have are actively seeking work and have, but potential candidateswho may not even know they are being targeted. Recruiters will needto become part-time sleuthes, often working with little upfrontinformation about people who arent actively looking for a new job.

Number #7: Mobile Recruiting

The final trend is more of a shot-in-the-dark: recruiters will be trying toreach more and more Gen X and Yers and the oldest of the Digital

Generation where they live: on their smartphones. Who knows when or if companies will eventually accept job applications from youriPhone.