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Recruiting is more likely to achieve its objective more effective than others for filling certain types of jobs. Strengths and weakness in attempting to attract lower level and managerial level personnel will be lay.
-Personnel Human Resource Management David A. Decenzo Third edition 2008
Recruitment helps to identify the source to employees and motivate them to apply for jobs and creates a interest of the candidate to work with in a organization.
-International Human Resource Management P. Subbarao First edition 2009
Recruitment is the process to identify and attract the candidates from with in and outside the organization to provide future employment to the required candidates.
- International Human Resource Management Dr. Nilanjan Sengupta First edition 2007
This is the first stage in the recruitment process. Planning involves about the job vacancies and information about the nature of job into a set of objectives (or) targets.
Type of applicants to be contacted.
Nature of contacts
Organization nearly always plan to attract more applicants. Some of those are uninterested, unqualified (or) both.
Type of contacts
This refers to type of people depends on the tasks and responsibility involved and the qualification and experience expected.
If one it is known how many and what type of recruits are required
'make' or 'buy' employees
Technological sophistication of recruitment and selection devices
Geographic distribution of labour markets comprising job seekers
Sources of recruitment
Sequencing the activities in recruitment process
'Make' or 'Buy':
'Make' means hire less skilled workers. 'Buy' means hire skilled workers and professionals 'Buying' employees has the advantage in the sense that skilled labour and professionals can begin the work immediately and little training may be needed.
The second decision in strategy development relates to the methods used in recruitment and selection.
Computer has made on advent possible far employees to scan national and international applicant qualifications.
The search process will involves
SOURCE ACTIVATION: This source methods are activated by the employee requisition.
The applicants received must be screened.
SELLING: A second issue in searching process concerns communication.
SCREENING: Screening of application can be regarded as an integral part of recruitment process. It is the first step in selection process. In the screening process eligible candidates are called far interview.
EVALUATION AND CONTROL: Evaluation and control is necessary as considerable costs are incurred in the recruitment process.
EVALUATION OF RECRUITMENT PROCESS:
The recruitment process has the objective of searching for and obtaining applications from job seekel in sufficient numbers and quality.
Number of suitable candidates for selection
Selected candidates performance
EVALUATION OF RECRUITMENT METHODS:
The evaluation of recruitment methods include:
Number of candidates at various stages of recruitment and selection process, especially those who are short listed.
Number of candidates recruited.
Number of candidates retained in the organization after six months.
-Human resource management K. Aswathappa sixth edition 2010
FACTORS INFLUENCING RECRUITING EFFORTS
Although all organizations will, at one time or the another they will be engaged in the recruiting activity. The effectiveness of past recruiting efforts will show itself organization. Historical ability to locate and keep who perform well.
Most large organizations will attempt to develop their own employees.
Maintaining good public relations
It builds morale
Encourages good individuals who are ambitious.
Chosen internally who already know about the organization.
Using internal source is a disadvantage, it means excellent candidates are available on the outside.
-Personnel Human resource management third edition 2008 Stephen P. ROBBINS
Recruitment sources from the international human resource management point of view can be studied under two levels
MACRO LEVEL: The country from which the human resources are sourced
MICRO LEVEL: The institutional sources with in a country from which human resources are sourced.
Organizations involved in international human resource management are basically two types.
These companies search for prospective employees both from with in the country and outside the country.
RECRUITMENT SOURCES AT MACRO LEVEL:
Recruitment sources at the macro level are four categories.
Poly centric Approach
Region centric Approach
Geo centric Approach
Under Ethnocentric Approach MNC's at their head quarters formulate mission, objectives, strategies, product design.
They feel that people of their own country are well educated and passes the skills and carryout the jobs in dynamic business. They feel that parent country nationals have a sense of belongingness with the company.
POLY CENTRIC APPROACH:
MNC under polycentric approach treats each subsidiary as an independent company and decentralize all the operations and delegates' decision. Making authority to its executives.
The executives of the subsidiary form late the strategies based on the mission and vision. Based on host country environment (culture, customs, laws, economic conditions, govt. policies etc).
GEO CENTRIC APPROACH:
In this Geo centric approach the test talents are recruited by the organization. In the recruitment we have to consider
External factors deals with the powers of organization and include the current and future trends of the labour market.
Internal factors will include control and monitor the organizational culture.
-Internal Human resource management Dr. Nilanjan Sengupta first edition 2007
Organization has already knows about the skills of internal candidates existing employees already know the organization policies, rules and commitments.
Internal recruitment means, they are currently employed in the organization.
Professionals or Trade Associations
Walking & writing
Radio & television
Acquisition & measures
PRESENT EMPLOYEES: Through promotions and transfers among the present employees from existing positions to higher position can be a good source for recruitment.
EMPLOYEE REFERENCE: It is a good source of employee recruitment employee can develop good friends & families then it is a advantage of job with company. Encouraging them to apply.
FORMAL EMPLOYEES: The person who are retired may be willing to come back (or) recommend some one to work for the company. The persons who left the jobs might be willing to come back.
Recruitment of these persons is an advantage of the organization. Because the performance of these employees may be well know to the organization required job needs.
EXTERNAL RECRUITMENT METHODS:
PROFESSIONAL (OR) TRADE ASSOCIATIONS:
These associates provide placement services to its members. These are particularly useful for attracting highly educated experience and skilled persons.
It is a popular method of recruitment in the external process.
Generally the adds are given in two ways.
EMPLOYEE EXCHANGE: According to employment exchange act 1959 industrial establishments must notify the vacancies before they feel this act has a link between employers and employees.
Selection is the process of taking individuals with qualifications to fell jobs in the organization.
Some selection methods can be used with in a organization
Selection process is concerned with picking the light candidates from pool of applicants.
-Human resource management K. Aswathappa sixth edition 2010
Selection activities follow a standard pattern begins with an initial screening interview and concluding with the final employment decisions.
-Personnel Human resource management third edition 2008 David A. Decenzo
In the selection process most of the MNC's used to follow the selection procedure based on the talents, job duties and job description
-International Human resource management P. Subbarao First edition 2009
Selection process includes collect information about the candidates and about his qualification.
Selection depends on the candidate skills and the abilities to be successful in their jobs.
-Internal Human resource management Dr. Nilanjan Sengupta First edition 2007
SELECTION AS A SOURCE OF COMPETITIVE ADVANTAGE:
The role of selection in a organization is more effective.
Performance depends on individuals
Selection is a long process starts from the preliminary interview of applicants and end with contract of employment
But in practice the process differs among organization between two different jobs with in the same company.
They are two environment factors effecting the selection process.
External environmental factors
Internal environmental factors
Selection process having several factors plays a prominent role among the supply & demand and skills in the labor market legal & political considerations and company image are the external factors.
HR Policies, cost of hiring are the internal factors.
Preliminary interview starts by examining of applicants. It means HR specialists will always who are qualified candidates to achieve the organizational objectives.
REFERENCE & BACK GROUNDANALYSIS
The examining the applicants are based on provided information. It is also called as courtesy interview.
The candidates who are examined in the screening & preliminary interview they are called for selection test. This selection test is based on the candidate ability, personality of attitude.
In the selection test the candidates are based on
Employment interviews are done by the HR manager at the beginning at the end of selection process
It is a excellent device in the selection process because of its flexibility and soundness.
Employment interview basically three types.
One - to - one interviews
DIFFERENT TYPES OF INTERVIEWS:
Mixed (combination of Structured and unstructured)
Group discussion interviews
REFERENCE AND BACK GROUND ANALYSIS:
This is the fourth stage of selection process employers request names & address
Generally references are given by current employees, previous employees of related organization.
After getting all information selection decision is made by the HR manager.
It is a critical stage in the selection process based on the decisions only the responsibilities and duties are allowed to the employees.
After the selection decision & before job offer physical fixtures test and the physical capacity is conducted.
Job offer is based on the result of medical fixtures test only. These results are preserved in the personnel records for future verifications.
The main purpose for physical examination is
The candidate may suffer from any infection disease or not.
The candidate is suitable for work (or) not.
To protect the employee for workers compensation claim.
The candidate who crossed all the previous conducted tests. Job offer is made through a letter of appointment. The letter will contains date by which the candidate must report on duty. Some grace period is also given to the candidate to perform his duties.
CONTRACT OF EMPLOYMENT:
After the job offer is made if the employee accept the offer the candidates attestation form is the future reference to' the company.
Title of job
Duties & responsibilities
Date of pay
Hours of work
Calculation of holiday pay
Maximum holiday that can be taken
Dates when holidays can be taken
EVALUTAION: After completion of selection process the quality of candidate hired by the HR manager.
-Human resource management K. Aswathappa sixth edition 2010
Selection process consists of seven stages.
Initial screening interview
Completion of application form
Back ground investigation
The screening interview is an excellent opportunity to for management to describe the job in detail.
So candidates may consider really serious about making application.
COMPLETION OF APPLICATION:
Once the initial screening has been completed applicants are asked to complete the organizations application form.
In this they will conduct the intelligence, aptitude, ability and interest best to provide a major input to selection process.
After the initial screening, application form and required tests have been completed and they will conduct the comprehensive interview.
The applicant may be interviewed by personnel department interviews, executives with in the organization.
BACK GROUND INVESTIGATION:
The next step in the selection process is to investigate those appeal as the potential employees.
Personnel references and verifying the educational background shown on the applications.
The applicant take a physical examination. The physical examinations are currently required to meet the minimum standards for organizations group life and medical insurance programs.
FINAL EMPLOYMENT DECISION:
Those individuals who perform successfully all the tests on the background investigation (or) physical examination how he is eligible to receive a offer of employment.
-Personnel Human resource management David A. Decenzo third edition 2008
Screening the applicants back ground
Testing the candidates ability
Investigate the family situations
To know the capacity of the candidate that he can adjust to the organization climate.
Psychological tests to investigate the overall personality of the manager
-Internal Human resource management Dr. Nilanjan sengupta first edition 2007