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So l ut i o ns
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Meaning of Recruitment
Why we should Know it ?
Recruitment Strategy
Methods of Recruitment
Recruitment Process
Factors - Affecting Recruitment
Recruitment As a Career
So l ut i o ns
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Meaning of Recruitment
• The activity that links the employers and Recruitment is a
the job seekers. continuous process
whereby the firm attempts
• A process of finding and attracting to develop a pool of
capable applicants for employment. qualified applicants for the
• It is the process to discover sources of future human resources
manpower to meet the requirement needs even though specific
vacancies do not exist.
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Why we Should Know it ?
• To Update CV
• To be best prepared
• To choose best
• To get a response
• To know skills & Experience
requirements
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Recruitment Strategy
• You must determine your firm's business goals and then what recruiting can do to
contribute to each of objectives.
• Some Common Reasons for new hiring….
1. Replacements for turnover
2. Current or future business expansion
3. Upsizing the caliber of talent because top talent has become available
4. Limiting the talent available in the market in order to hurt a competitor's ability
to staff adequately
5. Learning from other firms
6. Increasing the capability of your firm by adding new skill sets
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Recruitment Types
• PLANNED
i.e. the needs arising from changes in 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, illness give rise to unexpected
needs.
Recruitment General Process
Steps involved in the recruitment and selection process include :
1
Make decision to recruit new employee
2
Conduct job analysis
3
Source for applicants
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4
Collect information on applicants
5
Select most suitable applicant
6
Offer employment to successful applicant Conduct induction
7
Conduct induction once employee reports for duty
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Is Recruitment Exercise Really
Necessary?
• When a worker leaves, an opportunity arises for reorganizing. It may prove possible
to distribute the workload amongst the remaining workers and thus avoid recruiting
at all.
• Systematic human resource planning helps to reduce crisis situation whereby
the organization has either insufficient or too many workers.
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• Some considerations when there is a need for work to be done:
Can the work be outsourced?
Can the work be reorganized and carried out by existing employees? Can the work
be automated?
Can the work be carried out by existing employees working overtime?
Should the employee be hired on a part-time or full-time basis?
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An effective recruiting process must include
enough variation and personalization to
meet the unique needs of diverse individuals
from around the world.
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Methods of Recruitment
• Recruitment by Campus method
• Recruitment by Job Centers
• Head hunting
• Recruitment by Advertisements
• Database search on job sites
• Employee Referral
• Contract Staffing
• Free online ads
• Internal recruitment
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Recruitment & Selection Process
Person
Recruitmen Job Job
specificatio Recruit Select Induct
t analysis description
n
Conducting Job Analysis
• Job analysis is a technique of studying a job to identify the
skills, knowledge, experience and other requirements necessary
Johnson Lim, Ph.D. (UTHM) to perform the job.
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• It is also possible to hire a consultant to conduct job analysis
exercise given the organization has insufficient staff and many
jobs to be analyzed.
• Job analysis can be conducted through a combination of
interviews, questionnaires and observation.
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Job Description
A job description is a written profile of a job. The process of preparing job description
helps to identify unnecessary tasks, overlapping responsibilities and even the existence of
functions for which no one has responsibility.
Typical headings include:
Job title, location and grading: Job title is important as social status is related to the type of
Johnson Lim, Ph.D. (UTHM) BBP 20102 14 / 24
job they hold. Pride in one’s job can improve when one is given a fancy-sounding title. For
instance:
Sales Executive (a.k.a. salesman)
Customer Support Executives (a.k.a. call-center personnel) Sanitation engineer
(a.k.a. rubbish collector),
Relationships: Refers to stating the to whom the job-holder will report to and if it is a
managerial job, who are his/her subordinates. In some jobs, the job-holder is also expected to
handle customers, suppliers and other persons outside the organization.
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Person Specification
• Person specifications are also known as job
specifications, which describes the profile of a person
Johnson Lim, Ph.D. (UTHM) who should be able to succeed in the job and will guide
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the recruitment officer to the best candidate.
• Person specifications list details of the ideal recruit by
using headings such as (can be listed as ’essential’ or
’desirable’):
• Knowledge, skills and abilities required to do the job Educational
qualifications and work experience required Physical requirements
of the job, if any
• Personality requirements, where relevant
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Recruitment Process
The aim at this stage is to attract a group of applicants, all of whom are at least minimally
qualified.
Potential applicants can be found both inside and outside the organization.
Among the factors that influence the ability of an organization to attract suitable employees
are:
Johnson Lim, Ph.D. (UTHM) BBP 20102 16 / 24
The location of the organization
The public image of the organization
The physical working conditions in the organization
The relationships between people in the organization or the phycho-social environment
The remuneration package being offered to new recruits
The internal policies of the organization, including fair disciplinary practices and whether training
opportunities are made available to employees.
Can be done in two ways: Internal Applicants and External Applicants.
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Selection Process
Employers spend a lot of time and energy before choosing which piece of industrial
machinery (costing millions) should be purchased. The same care should be made also
when choosing a new recruit.
To increase the accuracy of the selection process, a variety of selection tools should be
Johnson Lim, Ph.D. (UTHM) BBP 20102 17 / 24
used.
Among the sources of information which can be used to compare applicants and see
whether they match the position specification are application forms, curriculum vitae
(CV) or resumé, reference checks, standardaized tests and interviews
Employers should use a number of ways to verify the information received. If there are many
candidates for a position, a short-listing procedure will be used whereby a candidate
undergo a series of activities designed to find out about their abilities.
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Recruitment Agency Process
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Factors - Affecting Recruitment
External Factors
Internal Factors
Supply and Demand
Recruitment Policy
Labor Market
HR Planning
Brand Image
Size of the Firm
Political – Social – Legal
Cost
Environment
Growth and Expansion
Competitors
Recruitmen
t
20
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Discuss the planning and career development:
What is career development?
What shapes your career?
Challenges
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