51558391 recruitment ppt

8/4/2019 51558391 Recruitment PPT

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CONCEPT OFRECRUITMENT LATERAL & ONLINE

PROCESS


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RECRUITMENT

Recruitment is the process of finding and attracting capable

applicants for employment.

Process of searching for and obtaining applicants for job, so that

from among them the right people can be selected.

Recruitment process is send 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.


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Factors governing recruitment

Internal Factors

External Factors


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Internal Factors

Recruitment policy of the organization

The size of the organization

Automation and mechanization Human resource planning strategy

Cost involved in recruiting employees

Quality of work life of employees

Organizational culture

Pay package

Nature of products/goods produced and services rendered by the organization Rate of growth of an organization

Geographical spread of the organizations operations

Future expansion and production programmes

The level and nature of seasonality of operations

Pre dominance and role of trade unions.


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External Factors

Governmental Factors and political and legal considerations like reservation policy, Acts

applicable for recruitment etc.

Socio economic factors

Labour market conditions

Mobility of people seeking jobs

Image perception of organization to the job seekers

Information system giving the information about employment opportunities to job seekers


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Org Goals and objectives

Human resource Planning

Recruitment

External Sources

Internal methods of

recruitmentExternal methods of recruitment

Internal Sources

Initial

screening

Application Pool

Rejected Candidates Selected candidates

Job Offer

Selection Methods

RECRUITMENT PROCESS FLOW


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Recruitment Process

Development of a policy on recruitment and retention and the systems that give life to the

policy;

Needs assessment to determine the current and future human resource requirements of

the organization. If the activity is to be effective, the human resource requirements for each

job category and functional division/unit of the organization must be assessed and a

priority assigned;

Identification, within and outside the organization, of the potential human Resource pool

and the likely competition for the knowledge and skills resident within it;

Job analysis and job evaluation to identify the individual aspects of each job and calculate

its relative worth; assessment of qualifications profiles, drawn from job descriptions that identify

responsibilities and required skills, abilities, knowledge and experience;

determination of the organizations ability to pay salaries and benefits within a defined

period;

Identification and documentation of the actual process of recruitment and selection to

ensure equity and adherence to equal opportunity and other laws.


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Sources of Recruitment

Internal Sources

External Sources

Informal Sources

Formal Sources


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Internal Sources

Present employees

Employee referrals

Transfers and promotions

Former employees

Previous applicants


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Advantages of Internal recruitment

The ability of the recruit is known so it is easy to assess potentialfor the next level. By contrast, assessments of external recruits

are based on less reliable sources, such as references, and

relatively brief encounters, such as interviews.

Insiders know the organization, its strengths and weaknesses,

its culture and, most of all, its people. Promotions from within build motivation and a sense of

commitment to the organization. Skilled and ambitious employees

are more likely to become involved in developmental activities if

they believe that these activities will lead to promotion.

Internal recruitment is cheaper and quicker than advertising invarious media and interviewing outsiders. Time spent in training

and socialization is also reduced.


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Disadvantages of Internal recruitment

Sometimes it is difficult to find the right candidate within and

the organization may settle for an employee who possesses aless than ideal mix of competencies.

If the vacancies are being caused by rapid expansion of theorganization there may be an insufficient supply of qualifiedindividuals above the entry level. This may result in people being

promoted before they are ready, or not being allowed to stay ina position long enough to learn how to do the job well.

Infighting, inbreeding, and a shortage of varied perspectives andinterests may reduce organizational flexibility and growth, andresistance to change by those who have an interest inmaintaining the status quo may present long term problems.

In times of rapid growth and during transitions, the organizationmay promote from within into managerial positions, regardlessof the qualifications of incumbents.


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Sources of external recruitment

Informal recruiting methods tap a smaller market than formal methods.

These methods may include

rehiring former employees

walk-in

use of referrals

Formal methods of external recruiting entail searching the labour market

more widely for candidates with no previous connection to the organization. newspaper/magazine/journal advertising

the use of employment agencies and executive search firms,

Campus recruitment.

job/career fairs

e-Recruiting

Trade Unions


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Recruitment Model

Defining the Recruitment

Position

Requirement

Planning

Defining the processSetting the Time frames

Tapping the Target Group

Job SitesDirectInternal Reference EOBTE Recruitment System

Campus

Selection Process

ScreeningRPATPredictive IndexPreliminary Interview

Final Step

Final InterviewReference CheckOfferMedical Check up

Facilitating the

On boarding Process

Joining

Technology

Tec

hn

olo

gy

Tec

hno

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LATERAL HIRING PROCESS


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Lateral Recruitment

By definition, 'lateral' means - of or pertaining to the side; situated at,

proceeding from, or directed to a side: a lateral view.

- pertaining to or entailing a position, office, etc., that is different but

equivalent or roughly equivalent in status, as distinguished from a

promotion or demotion: a lateral move.

- Of or constituting a change within an organization or a hierarchy to a

position at a similar level, as in salary or responsibility, to the one being left:

made a lateral move within the company.

Situated at or extending to the side; "the lateral branches of a tree".

Professionals with several years of experience who move

to a new company and assume a job at level similar to theone they left" is known as lateral hiring.


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Factors responsible for Successful Lateral Recruitment

Create a rapport

Assume he/she has 4 other offers

Respond promptly


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ON LINE PROCESS / E-RECRUITMENT

PROCESS


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E- Recruitment Process

Post the company profile and the job specifications on one of the many

available job portals and also search the portal to see if any suitable

resumes are on the site.

The alternate is to create an online recruitment page on the companys

own website where job seekers can submit their resumes which will get

added to the database of the organization for future consideration.


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Trends in E- Recruitment

A recent surveyof more than 50 organizations using e-recruitment methods

reported the reasons for the switch-over from traditional methods to e-

recruitment:

Web presence and using Internet improve corporate image

Minimizes recruitment costs

Lessens paper work and administrative burden

Ability to deploy advanced web tools for the recruitment team.
http://www.123oye.com/job-articles/business-corporates/e-recruitment.htmhttp://www.123oye.com/job-articles/business-corporates/e-recruitment.htm


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Advantages of E- Recruitment Process

Cost effective

Online recruitment is quick

Online recruitment gives a better chance of success

Online recruitment gives you a bigger audience

Online recruitment is easy


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Disadvantages of E- Recruitment Process

Too many candidates

It wont work always

Eg: On line recruitment process


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Eg: On line recruitment process

51558391 recruitment ppt

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