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Recruiting Human Resources
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Nature and Purposes of Recruitment
Recruitment is the process of searching for and obtainingapplicants for jobs
Recruitment has several benefits for a firm: Determine the present and future requirements of the organisation 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 ofvisibly underqualified or overqualified job applicants.
Help reduce the probability that job applicants, once recruited and selected, will
leave the organisation only after a short period of time.
Meet the organisations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriatecandidates.
Increase organisational 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.
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Factors Influencing Recruitment
External Forces Supply and demand
Unemployment rate
Labour market
Political-social
Sons of soil
Image
Recruitment
Internal Forces
Recruitment
HRP Size of the firm
Cost
Growth and expansion
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Recruitment Process
ApplicantPool Potential Hires
Personnel
Planning
Job
Vacancies
Job
Analysis
Employee
Requisition
Recruitment
Planning
Numbers Type
Strategy
Development
Where
How When
Searching
Activation
Selling Message
Media
Evaluation
and Control
ToSelection
Screening
Applicant
Population
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Sources of Recruitment
Recruitmen
t
Present Employees
Former Employees
Previous Applicants
Employees Referrals
Professional or Trade Associations
Advertisements
Employment Exchanges
Campus Recruitment
Walk0ins and Write-ins
Consultants
Contractors
Displaced Persons
Radio and Television
Acquisitions and Mergers
Competitors
E-Recruiting
InternalSource
s
ExternalSource
s
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Recruitment Yield Pyramid
Offer Acceptance
Job Offer
Invited for Final
Interview
Invited to Screening
Interview
Initial Contacts
Offers/Acceptance (3:2)
Interview/Offers (4:3)
Screening/Invites (5:1)
Contacts/Screens (10:1)
20
30
40
200
2000
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Evaluation and Control
Salaries for recruiters. Management and professional time spent on preparing
job description, job specifications, advertisements,
agency liaison, and so forth.
Cost of advertisements or other recruitment methods,that is, agency fees.
Cost of producing supporting literature.
Recruitment overheads and administrative expenses.
Costs of overtime and outsourcing while the vacanciesremain unfilled.
Cost of recruiting suitable candidates for the selection
process.
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Philosophies of Recruitment
Realistic job previews JCQ
Alternatives
over time work employee leasing
temporary employment
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Typical Consequences of Job
PreviewsTraditional Procedures Realistic Procedures
Set initial job expectations too high Set job expectations realistically
Job is typically viewed as attractiveJob may or not be attractive depending
on individual needs
High rate of job offer acceptance Some accept, some reject job offer
Work experience belies expectations Work experience confirms expectations
Lower job survival, dissatisfaction,
frequent thoughts of quitting
High job survival, satisfaction, no
thoughts of quitting
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Reality Check
Think of a firm you want to submit jobapplication. Which factors attract you
towards the company?
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Reality Check
Have you at any time tried internetrecruiting? What has been your
experience with it when compared with
conventional route?
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Campus Overview
907/A Uvarshad,
Gandhinagar
Highway, Ahmedabad
382422.
Ahmedabad Kolkata
Infinity Benchmark, 10th
Floor, Plot G1,
Block EP & GP,
Sector V, Salt-Lake,
Kolkata 700091.
Mumbai
Goldline Business Centre
Linkway Estate,
Next to Chincholi Fire
Brigade, Malad (West),
Mumbai 400 064.
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Thank You