FUTURE OF SHOPPING
Recruitment
Hiring the Right Person
Meaning of RecruitmentImportance of Recruitment Recruitment Process Factors Affecting RecruitmentProblems of RecruitmentCase Studies
Topics to be Covered
Introduction Of all the decisions a manager makes, none are as important as the decisions about people because they determine the performance capacity of the organization --- Peter DruckerRecruitment and Selection One of the most important activities in organization building First step towards creating competitive strength and strategic advantage Key responsibility of Every Manager
Recruitment and Selection
Background and Need for RecruitmentHistory Recruitment dates back to ancient times when soldiers were recruited by large armies of Romans, Greeks, Persians
Industrial Revolution (1800s) led to requirement of labour to operate machines More factories trained labour requirement increased - to outdo competition Hiring for business became competitive in 1940s during WW II
Background and Need for Recruitment History In 70s and 80s hiring moved from employee to employer centric In the 90s economies opened - hiring became big business War for talent - driven by demand supply equation. More jobs less talent Tumultuous 2000s direct connect with employees e platforms
In 2000 e platforms were created and direct recruitment of the employees was possible.
Definitions RECRUITMENT isPlacing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME. Recruitment refers to a process of finding and attracting applicants for employment. It is the process of generating a pool of capable people to apply for employment to an organization. The purpose of recruitment is to build a pool of applicants.
Recruitment follows HR planning and goes hand in hand with selection processThese days the emphasis is on matching the needs of the organisation to the needs of the applicants. This would minimise employee turnover and enhance satisfaction.
SELECTION
Once the recruiting effort has developed a pool of candidates, the next step in the HRM process is to determine who is best qualified for the job. This step is called the selection process .
Definitions Source: Source: Flippo
Where does it all start. Business Plan Defines business direction, targets, milestones over a period of time Year 1 Year 2 Year 3 Long term
Decides requirement of Men, Money and Material, Markets to achieve Money Financial Plan Material Production & Resource Plan Markets Sales Plan Men Manpower Plan
Key Steps in Manpower Planning Has to be systems approach Has very scientific set procedures. Analysing the current manpower inventory Making future manpower forecasts Developing employment programmes Begins by- Analysing the current manpower inventory- Type of organization Number of departments Size of such departments Employees in these work units Once these factors are registered by a manager, he goes for the future forecasting
Manpower Forecasting Techniques
Most Commonly Used Forecasting Techniques is Management Judgment: In this technique managers across all the levels decide the forecast on their own judgment. This can be bottom-up or top-down approach and judgments can be reviewed across departments, divisions and top management can conclude on final numbers of manpower required.
Every business needs new, qualified members. They bring fresh ideas, new interests, increased energy and provide for future leadership. Each qualified new member increases the capacity for service and ensures the future of the business. RecruitmentRecruitment is the process of searching for and attracting the suitable applicants in sufficient numbers , with the right skills and at appropriate times to apply for open positions within the organization from among whom right people can be selected.
Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Recruitment is the activity that links the job seekers and job giver/ enablers.According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for job in the organisation
Meaning Of Recruitment Recruitment is a continuous process. Usually, the recruitment process starts when a manager initiates an employee requisition for a specific vacancy or an anticipated vacancy Though theoretically recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.
PlannedRetiredFired (bottom 5-10%)
AnticipatedMovementExpansion
Unexpected
3 Types of Recruitment Needs
Planned: The needs arising from changes made in an organization and retirement policy. Anticipated: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. Unexpected: Resignation, deaths, accidents and illness give rise to unexpected needs. Recruitment of candidates is the function preceding the selection, which helps provide a sufficiently large group of qualified candidates, 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.
ObjectiveAttract and encourage more and more candidates to apply in the organization. identifying potential job applicants who will be appropriate candidates. Create a talent pool of candidates to enable the selection of best candidates for the organization. Help increase success rate of selection process by reducing number of under-qualified or over-qualified applications. Reduce the probability that job applicants once selected would leave shortlyMeet legal and social obligations Evaluate effectiveness of various recruitment techniques and sources for job applicants.
Importance Of Recruitment
Process of recruitment
Human resource planningIdentify HR requirementsDetermine numbers, levels & significance of vacanciesChoose the resources & Methods of RecruitmentAnalyze the cost & time InvolvedStart implementing the Recruitment programmeSelect and hireEvaluate the Program
Understand the business Understand the departmental structure and roles Understand the role /job descriptionDecide the key Knowledge Skills Abilities for the job Make advertisement
Get a head start.
If we have to start hunting for people then first of all we need to plan and forecast for human resource or plan where human resource is required. Decide what positions have to be filled in different departmental structures and the roles, responsibilities, job profile and the job description of the job, job specification like the knowledge, skills, abilities and finally make an advertisement.
Recruitment & Selection ProcessIdentify vacancyPrepare job description and job specificationAdvertising the vacancyManaging the responseShort-listingArrange interviewsConducting interview and selectingMaking an offer
Every dept in the org hv to decide on the vacancies, preapre job -----
Personnel requisition formUnderstanding the profile /skills /business needUnderstanding time pressures
Job details
Job details hv to be gathered like what is the requisition of personnel from each department, understanding the profile, understanding time pressures--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 required Duties to be performed Qualifications required
Preparing the job description and person specification. The employers have to decide in advance the criterion of screening the applicants. The job description has to be framed where the Job title includes: The DepartmentPurpose of the job Specific duties & responsibilities etc. In job specification The skills, knowledge, aptitude, experience, qualifications and achievements etc. are mentioned
How to choose the media The choice of media is dictated by the followingLevel : Senior /Middle /Junior /Staff /Worker /Entry level Complexity of the role Time availableLocal /Global Own brand vs Using others brand Normal vacancy / Emergency vacancy Starting new business Vs Old business
Choose the resources and means of Recruitment
Which medium to choose Newspaper : Eco times /HT /TOIInternet : Naukari .com / Job street / Monster Magazine :Business world Search firmsCost of each medium
Recruitment can be done internally or organisations can choose people from external sources. The sources within the organization itself like transfers and promotions or sending people on deputation to other departments are internal sources of recruitment.Recruitment from outside agencies like colleges and universities, employment agencies, through advertisement etc. are all examples of external sources of recruitment. Then hr manager has to decide on the medium of advertisement
Key attributes to look for Industrial experience?Key skills /competencies Age Particular qualification
Short listingFilling detailed application formCall letter :Contents Time Venue Interview Process Map for reaching the place Reimbursements Company information
Inviting for interviewOnce the applications of the candidates is shot listed the selection process begins by inviting the candidates for the interview. To call for the interviews the employee has to see whether the details of application blank has been filled. Call letter content has to be finalised like time----
Hiring request from functional, regional head with the job description and specifications- approvals from hr dept- search for cv and other sources- shortlist candidate resume when there is a match with the profile of the candidate.
Organizational / internal factors
Environmental / external factorsFactors Affecting Recruitment
The recruitment function of the organisations is governed by various internal and external forces. The internal forces or factors can be controlled by the organisation. Whereas the external factors cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are:
Recruitment Policy (Internal Hiring or External Hiring?)Human Resource Planning (Planning of resources required)Size of the Organization (Bigger the size lesser the recruitment problems)Cost of recruitmentCurrent status :Growth /maturity /decline Growth and Expansion Plans
Internal forces
Factors affecting recruitment policyThe recruitment policy explains the objectives of recruitment and provides a framework for implementation of recruitment programme. 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.
Factors affecting recruitment policy are org objectives, personnel policies,
HUMAN RESOURCE PLANNING human resource planning helps in determining the current manpower resources in the organization and the number of employees required with their skill sets and job specification SIZE OF THE FIRM AND COST By knowing the size of the firm number of employees to be recruited and the method of recruitment is decided depending on the cost involved. GROWTH AND EXPANSIONOrganization will employ or think of employing more personnel if it is expanding its operations.
Supply and demand of the particular segmentUnemployment Rate (Area-wise) Labour Market ConditionsPolitical and Legal Environment (Reservations, Labour laws)Location of the job :CityBrand Image
External Factors:
Political and legal environment -Govt. regulations for certain categories of people have a direct impact on recruiting polices.Brand image is Organizational imageBetter image and the more known the firm is the better quality of applicants & greater their number.
SUPPLY AND DEMANDThe availability of manpower both within and outside the organization is an important determinant in the recruitment process. The employees have to be trained in-house if the organisation does not find the appropriate external resourcesLABOUR MARKETEmployment conditions in the market where the organization is located will influence the recruiting efforts of the organization depending how the organisation can attract the best talent.
IMAGE / GOODWILL The recruitment process is affected by the brand image and positioning of the organisation. If the comapany enjoys the good reputation then more talent is attracted to apply for the vacancy ,thus quality persons can be recruited.POLITICAL-SOCIAL- LEGAL ENVIRONMENTVarious government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. Also, trade unions play important role in recruitment. UNEMPLOYMENT RATEOne of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.COMPETITORSTo face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors.
Salary CostManagement & Professional Time spentRecruitment Sources: Internal vs External Advertisement CostProducing Supporting literatureRecruitment Overheads and ExpensesCost of Overtime and OutsourcingConsultants fees
Evaluation and Cost Control
EVALUATION OF A RECRUTIMENT PROGRAMThe recruitment policies, sources & methods have to be evaluated from time to timeSuccessful recruitment program showsNo. of successful placementsNo. of offers madeNo. of applicantsCost involvedTime taken for filling up the positionLack of right applicants Very few applications Non availability of requisite skills in near by areas Lack of brand name Costs associated with each mediaundersupply of workersIncreasingly fewer qualified candidates
Problems that one faces in External RecruitmentLack of applications Lack of requisite skills Backlash on rejection of applicantNon release of applicant by superiorInternal pressures
Problems that one faces in Internal Recruitment
Problems of RecruitmentMost often there is not a match between the job profile and the proficiency of the employees i. e they are kind of misfit. Many of those appointed may not have the necessary qualifications, skills and competencies to carry out the functions competently. Some organizations have a practice of hiring people through personal contacts. When the person is not qualified for the job mostly recruitment takes place during discussions at lunch hour, at social clubs or during the coffee break time.
Problems of RecruitmentSuch people will not have much desire to make any contributions in terms of growth and development. Their contributions are marginal if any, they are just passengers in the system and are protected by those who recommended them.This results in non productivity, inefficiency, and cost ineffective because of the recruitment costs involved.
Complies with government policiesProvides job securityProvides employee development opportunitiesFlexible to accommodate changesRight person for the right jobEnsures its employees long-term employment opportunitiesCost effective for the organizationA good recruitment policySummaryEffective recruitment is essential to have efficient Human Resource Management. Human Resource activities, such as selection and training depends largely on the quality of new employeesRecruitment process should be an ongoing planning process as manpower is linked to the strategic and financial planning of the organization.
You are required to recruit 20 Fresh Engineers ( Mechanical electrical , Chemical and Instrumentation ) . How would you go about ?You are required to recruit a Manager Finance for the Plastics business of the company You are required to get IT specialist with knowledge in java and J2 EE . You are required to recruit Vice President HR for the company
Case You are required to spend 15 minutes on designing the recruitment process for the vacancies.
Thank You
