1. MODERN METHODS OF
RECRUITMENT
Presented By:
Chhatrapal Surve(160)
S.Y.BBA
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2. INDEX
SR.NO DESCRIPTION PAGE NUMBER
1) WHAT IS RECRUITMENT? 3
2) TYPES OF RECRUITMENT 4-10
3) INNOVATIVE METHODS OF 11-12
RECRUITMENT
4) CASE STYDY ON BHEL 13-15
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3. What is recruitment?
Recruitment is the process of attracting qualified applicants for a specific
job. The process begins when applications are brought in and ends when the
same is finished. The result is a pool of applicants, from where the
appropriate candidate can be selected.
Human resources recruitment methods vary according to staffing needs,
company size, recruiting staff expertise and budget for advertising, cost-per-
hire and other employment expenses. Depending on the jobs for which your
company is recruiting workers, some methods are more effective than
others. Often, the way to determine the most effective recruitment method is
by experimenting with several methods until you find one that uses your
company's resources and time wisely.
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4. Types of recruitment
There are types of recruiting methods:
1) Internal methods
2) Extrenal methods
The internal recruitment sources are very important, but they cannot be used
to fill every vacancy in the organization. It is very important to realize, that
in many organization, the internal recruitment is divided into two separate
processes:
1) Internal recruitment and
2) Promotions:
The promotion is the move of the employee when the
organization initiates the whole process. The real internal recruitment is than
a move of the employee initiated by the employee him or herself.
The external recruitment sources bring job candidates from the external
environment using different techniques. The oldest, but still pretty efficient
is a newspaper job advertisement.
The other external recruitment sources are the recruitment agencies and
executive search companies. Their services are not cheap, but the
organization does not have to handle all that job resumes and the good
agency also makes follow ups of the job candidates in the recruitment
process.
They are discussed in detail in the following pages.
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5. 1) Employee Referrals:
Present employees are well aware of the qualifications,
attitudes, experience and emotions of their friends and relatives. They are
also aware of the job requirements and organizational culture of their
company. As such they can make preliminary judgment regarding the
match between the job and their friends and relatives.
A very special kind of the recruitment source is the
referral recruitment, when the employees are paid to provide the
organization with their friends as potential employees. This can look
strange, but it can provide the organization with many interesting
candidates, who are not reachable via any other recruitment source. Many
employers realize the value of recruiting via employee referrals, and even
offer referral bonuses to encourage employees to recommend friends,
colleagues and family members for jobs.
If your company has a high-performing work force,
this could be a very effective recruiting method. Employees who are
conscientious about their job duties and responsibilities generally know
other people who demonstrate the same work ethic. Using this type of
recruitment method minimizes the expense of online advertising and
recruiters' time expended sourcing qualified applicants.
2) Campus Recruitment:
These candidates are directly recruited by the Co;
from their college/educational institution. They are inexperienced as far
as work experience is concerned. Large organizations seeking new
entrants to the work force have recruiters who travel to college and
university campuses looking for graduating students.
This recruiting method serves the interests of future
employees and the employer. Campus recruiting enables companies to
attract students with impressive academic credentials and train them to
model the employer's philosophy and practices. In addition, the
company's presence on campus demonstrates a willingness to invest in
young professionals through mentoring and professional development.
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6. 3) Private Employment Agencies/Consultants:
Public employment agencies or consultants perform
recruitment functions on behalf of a client company by charging fees.
Line managers are relieved from recruitment functions and can
concentrate on operational activities.
4) Public Employment Exchanges:
The Government set up Public Employment
Exchanges in the country to provide information about vacancies to the
candidates and to help the organization in finding out suitable candidates.
As per the Employment Exchange act 1959, makes it obligatory for
public sector and private sector enterprises in India to fill certain types of
vacancies through public employment exchanges.
5) Professional Organizations:
Professional organizations or associations maintain
complete bio-data of their members and provide the same to various
organizations on requisition. They act as an exchange between their
members and recruiting firm.
6) Data Banks:
The management can collect the bio-data of the
candidates from different sources like Employment Exchange,
Educational Training Institutes, candidates etc and feed them in the
computer. It will become another source and the company can get the
particulars as and when required.
7) Casual Applicants:
Depending on the image of the organization its prompt
response participation of the organization in the local activities, level of
unemployment, candidates apply casually for jobs through mail or handover
the application in the Personnel dept. This would be a suitable source for
temporary and lower level jobs.
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7. 9) Trade Unions:
Generally unemployed or underemployed persons or
employees seeking change in employment put a word to the trade union
leaders with a view to getting suitable employment due to latter rapport with
the management.
10) Body Shopping:
Professional organizations and the hi-tech training
develop the pool of human resource for the possible employment. The
prospective employers contact these organizations to recruit the candidates.
Otherwise the organizations themselves approach the prospective employers
to place their human resources.
These professional and training institutions are called
body shoppers and these activities are known as body shopping. The body
shopping is used mostly for computer professionals. Body shopping is also
known as employee leasing activity.
11) E-recruitment:
The technological revolution in telecommunications
helped the organizations to use internet as a source of recruitment.
Organizations advertise the job vacancies through the world wide wed
(www). The job seekers send their applications through e-mail using the
internet.
12) Internet Job Boards
Internet job boards that direct applicants to a
company's website are a popular recruitment method. Online job boards
reach a wide audience and the company's applicant tracking system makes
recruiting a fast and efficient process. When an applicant spots a job posting
in which he is interested, the job board redirects him to the company's
website where he completes an online application.
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8. 15) Outsourcing:
Some organizations recently started developing
human resource pool by employing the candidates for them. These
organizations do not utilize the human resources; instead they supply HRs to
various companies based on their needs on temporary or ad-hoc basis.
16)Job Fairs:
Job fairs can be conducted by one employer seeking
applicants for a variety of positions, or a group of employers who want to
attract large numbers of qualified applicants. Some job fairs provide on-the-
spot interviews, which encourages prospective candidates to come prepared
to spend the day exploring employment opportunities with several
employers.
Job fairs are an effective recruiting method,
particularly for new companies that need to staff their organization quickly
or employers who want to expedite the recruitment and selection process by
offering same-day interviews.
17) Professional Associations and Networking:
Recruiters and other human resources staff who
belong to professional associations use seminars, luncheon meetings and
similar networking opportunities to attract applicants. Industry-specific
organizations and trade associations use online job postings, newsletters and
simple word-of-mouth advertising to publicize openings.
For instance, the Society for Human Resource
Management has a national database for job seekers who are interested in
HR positions. Likewise, professional associations for engineers, accountants
and lawyers also have listings for employment opportunities within certain
regions as well as jobs across the country.
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9. 18) Headhunting:
Headhunting is recruiting the top management
executives, who are highly skilled and resourceful and whose contribution to
the organization leads to success or these employees are the competitive
advantage of the organization.eg, those employees who are competitive
advantage of some company is offered the fancy designations and high
salary package and made to join their company this process is called
headhunting. Headhunting can be done via ads, job portals referrals etcetera
are three types these are direct, indirect and third party recruitment
A headhunter is a job recruiter who specializes in
matching highly skilled professionals with corporate clients. A headhunter
might be an independent contractor or work through an agency of
headhunters where each agent specializes in particular areas of employment
and possibly also in geographic areas.
Corporations benefit from using a headhunter or a
headhunting service in two ways. Using a headhunter eliminates the need to
place an advertisement for the open position and then address the inevitable
list of applicants, most of which will be unfit for various reasons. A
headhunter does the tedious work of finding good candidates, providing an
initial screening mechanism, which saves the corporation valuable time. In
turn the headhunter is paid a fee if he or she is able to find the right
candidate, typically a small percentage of the annual starting salary of the
filled position.
This payment arrangement encourages headhunters
to build lasting, tight relationships with corporate clients. The more
successful a headhunter is in filling recruitment positions, the more likely
the client company will look to the headhunter for other job placement
opportunities. Both parties benefit mutually from this relationship, as do
those seeking gainful employment.
The Executive search firms as well as the blog
recruitments are generally used to hire top level executives.However it is
imp. to note that it is used in conjunction with other methods of recruitment
to arrive at a more precise assessment.Web based recruitments are also
becoming very popular these days.
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10. It is also imp. to mention here about the latest or
new hiring model which many may not know about , the HMS or Hiring
gateway system or Hiring mgt. system.This again is web based recruitment
& completely replaces the manual system with a software that allows mgrs.
to locate requisitions as well as automatically upload resumes.This software
also allows recruiters to use knowledge based technologies to create
statements of qualifications required or that which individuals have ......and
which could be matched to job openings for suitability , in addition to
screening Q's that are to be asked to prospectives etc. and many other new
characterstics.It is a highly advanced system in efficiency ,it is said to be
developed over a period of 15 years with several thousands of competencies
to back it.With this, recruiters can distinguish qualitative differences as also
draw logical inferences and understand resume's as they exactly mean.It is
expensive but over a long period proves cost-effective and reduces the hiring
cycle short by 48% there by saving a lot of time
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11. Innovative Recruitment Practices
Maybe if you can think away from these traditional ways of recruiting and
be creative in attracting candidates, you have a wide chance of getting the
most suitable candidates.
1) Sending of SMS
Eg: Convergys provide individuals an easy option to send their
application by simply texting the word “APPLY” to a specific
number and in turn receives a reply from the organization to
proceed with the application process.
2) Blogging on Social Networking Sites
Eg: Twitter, Facebook, HRLink , CiteHR, Linked in , Orkut
3) Job Fairs , Job Application Banners, Pamplets, Hoardings,
Advertisement in Public transport by using visual and audio aids.
Advertisement through public address system : Radio , Television.
4) Event Recruiting –
Sponsoring events where the candidates you are
seeking attend to. By giving a presentation and advertising your
company in a way which will attract the candidates and letting them
know that your company knows what the participants are looking for,
you can bring in the most suitable candidates which you might consider
hiring.
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12. 5) Re-Recruiting –
When you’re most qualified or experienced staff
leave the company let them know that they’re welcome back. The
reasons they leave maybe for a change of location, a new challenge or
higher pay which you can’t afford at the moment. But if they are not
satisfied at the new place, they’ll always appreciate the old one. This
can also reduce on training cost and time which you might have to
spend for a newly hired employee. This of course cannot be applied to
all employees.
6) Make Every Employee A Recruiter –
This does not mean asking employees to refer their
friends and family to the company. This also can be a way of
advertising. Equip every employee with a company card stating the
company contact details and an attractive “we are always looking out
for dynamic individuals…..” This can be very useful when employees
know how to effectively hand out these cards to the most eligible
individuals.
7) Cast A Wider Net -
Expand your recruiting to include some people who
do not have all the skills you would like, but who have potential to
contribute if they are trained.
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13. Recruitment methods used by BHEL:
A CASE STUDY
The two categories of internal sources including a review of the present
employees and nomination of the candidates by employees.
Internal sources
The company suggests that the effective utilization of internal
sources necessitates an understanding of their skills and information
regarding relationships of jobs. This will provide possibilities for horizontal
and vertical transfers within the enterprise eliminating simultaneous attempts
to lay off employees in one department and recruitment of employees with
similar qualification for another department in the company.
Promotions and Transfers within the plant where an employee
is best suitable improves the morale along with solving recruitment
problems. These measures can be taken effectively if we established job
families through job analysis programmes combining together similar jobs
demanding similar employee characteristics.
Again, employee can be requested to suggest promising
candidates. Sometimes in a company the employees are given prizes for
recommending a candidate who has been recruited. The usefulness of this
system in the form of loyalty and its wide practice, it has been pointed that it
gives rise to cliques posing difficulty to management.
Therefore, in this company before utilizing the system
attempts should be made to determine through research whether or not
employees thus recruited are effective on particular jobs. Usually, internal
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14. sources can be used effectively if the number of vacancies are not very large,
adequate, employee records are maintained, jobs do not demand originality
lacking in the internal sources, and employees have prepared themselves for
promotion.
EXTERNAL SOURCES OF RECRUITMENT
An external source of Recruitment is considered from the combination of the
following options:
CONSULTANT
Consultant are given the requirement specifying
qualifications, experience and all other necessary details. In consultant they
consider the employment agencies, educational and technical institute,
casual, labor and mail applicants, trade unions and other sources. The
company has developed in large cities in the form of consultancy services.
Usually this company facilitate recruitment of technical and
professional personnel. Because of their specialization, they effectively
assess the needs of their clients and aptitude and skills of the specialized
personnel. They do not merely bring an employer and an employee together
but computerize lists of available talents, utilizing testing to classify and
used advanced techniques of vocational guidance for effective
placement purposes.
Educational and technical institutes also forms an effective
source of manpower supply.There is an increasing emphasis on recruiting
students from different management institutes and universities'commerce
and management departments by recruiters for positions in sales,
accounting, finance, personnel and production. These students are recruited
as management trainees and then placed inspecial company training
programmes. They are not recruited for particular positions but
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15. for development as future supervisors and executive.Indeed , this source
provides a constant flow of new personnel with leadership personalities.
Vocational schools and industrial training institutes provides
specialized employees, apprentices, and trainees for semiskilled and skilled
jobs. Persons trained in these schools and institutes can be placed on
operative and similar jobs with a minimum of in plant training. However,
recruitment of these candidates must be based on realistic and differential
standards established through research reducing turnover and enhancing
productivity.
The enterprise depends to some extent upon casual labour
or"applicant at the gate" and mail applicants. The candidates may appear
personally at the company's employment office or send their applications for
possible vacancies. According to company the quality and quantity of such
candidates depend on the image of the company in community. Prompt
response to these applicants proves very useful for the company.
The company finds that this source is uncertain, and
applicants reveal a wide range of abilities necessitating a careful screening.
Despite these limitations, it forms a highly inexpensive source as the
candidates themselves come to the gate of the company. It also provides
measures for a good public relations and accordingly , the candidates
visiting the company must be received cordially.
In several trades, they supply skilled labour in sufficient
numbers. They also determine the order in which employees are to be
recruited in the organization. In industries where they do not take active part
in recruitment, they make it a point the employees laid off are given
preference in recruitment.
All recruitment advertisements are placed centrally by the
HRD Department. The advertisement is drafted by HRD Department in
consultation with the concerned Department. All related documents of
Advertisements released are maintained in the"Advertisement" file. In
addition to the above sources, several organizations develop sources through
voluntary organizations such as clubs, attracts employees of competitors
looking for a change or good prospectus for employment, utilize women,
older workers and physically handicapped for specific positions where they
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16. are best suitable, and use the "situation wanted" advertisement in
newspapers
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