RECRUITMENT

Author : Sanjiv Navalkar

RECRUITMENT

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job.  Recruitment Definitions:  The process of identifying and hiring the best-qualified candidate fora a job vacancy, in a most timely and cost effective manner. Accordingly to Edwin Flippo “Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” Accordingly to Werther and Davis “Recruitment is a process of finding and attracting capable applicants for employment.  The process begins when new results are sought and ends when their applications are submitted.  The result is a pool of applicants from which new employees are selected.”  

Process of recruitment:

1.      Requisition: The process starts when a man power requirement is received by the Human Resource Department.

2.      Identification of the sources:  After receipt of this requisition the Human Resource Department starts identifying the source of recruitment.  The source could be internal or external depends upon the requirement.

3.      Invitation to interested people:  The board aspects where the Human Resource Department put there focus on :

·       Number of vacancy

·         Nature of job

·         Qualification required (any specialization)

·         Experience

·         Detail of salary

·         Condition of employment (indoor / outdoor) 

·         Last date of applications

4.      Short-listing the desired applicant: there are number of criteria to scrutinize the application received. During the course of verification the applicants are divided in to two categories.  The first that the applicant who fulfill the requirements of the organization the other applicant that would be who do not fulfill the requirement

.

Sources of recruitment employee:

The process of recruitment of employee is identifying the sources of recruitments. It is an important process as the success of whole process of recruitment depends on it. Organization usually two kinds of sources are tapped:  

1.      Internal Sources

2.      External Sources

Internal Sources are Transfers and Promotions – fosters motivation, easy selection, not need of induction and economical source.
External Sources:

§  Direct Recruitment

§  Media Advertisement

§  Placement Agencies (Executive research firms and sourcing firms)

§  Campus Recruitment

§  Employment Exchanges

§  Management consultants or Head Hunters

§  Recommendations

§  Web Publishing

§  Advertising through the company’s web sits.

§  Employee referral

Barriers to Effective Recruitment:

External  :

1. Demand and Supply (Specific Skills)
2. Unemployment Rate (Area-wise) 
3. Labor Market Conditions 

Internal :

1. Recruitment Policy
2. Cost 
3. Growth and Expansion Plans 

Screening the resume :

After receiving the applications the suitability for a job is typically assessed by looking for the skills, education qualification and professional experience.  Organization opts for other resume screening criteria which include length of service, job titles and length of time at a particular position.

Summary :

Today’s tight labor market is making it more become more difficult for organizations to find, recruit, and select talented people.  The competition for talent is intensifying, as there are fewer qualified applicants available.  This shortage of applicants makes it all the more important for organizations to be able to effectively attract, select, and retain quality candidates. Once organizations have successfully recruited candidates, they must select the best ones for the positions under consideration.  Organizations use various tools to help them select individuals.