RECRUITMENT

Dr. Maha M. Abdel Hamid

 Recruitment
• Recruitment Definition
• Recruitment Process
• Recruitment Policy
• Factor Affecting Recruitment
• Sources of Recruitment (Internal/External)
• Advantages and Disadvantages of Internal Sources of
Recruitment
• Advantages and Disadvantages of External Sources of
Recruitment
• Methods of Recruitment
• Philosophies of Recruitment
 Recruitment Definition

“Recruitment is the process of

searching for prospective employees
and stimulating them to apply for jobs
in the organization”
 Recruitment Definition
Thus, recruitment process
HR Planning
is concerned with the
identification of possible
sources of HR supply and
Job Analysis
tapping those sources

Recruitment In the total process of

acquiring and placing HR in
the organization,
Selection recruitment falls in
between different sub-
processes as shown in the
Placement figure
 Recruitment Process
Recruitment process passes through the
following stages

• Recruitment process begins when the HR department

receives requisitions for recruitment from any department
of the company, The HR requisitions contain details about
the position to be filled, number of persons to be
recruited, the duties to be performed, qualifications
expected from the candidates, terms and conditions of
employment and the time by which the persons should be
available for appointment etc.
 Recruitment Process

• Locating and developing the sources of required number

and type of employees

• Identifying the prospective employees with required

characteristics

• Developing the techniques to attract the desired

candidates

• Evaluating the effectiveness of recruitment process

 Recruitment Policy
Recruitment policy covers the following areas:

• To prescribe the degree of emphasis. Inside the

organization or outside the organization

• To provide the weightage that would be given to certain

categories of people such as physically-handicapped
personnel

• To prescribe whether the recruitment would be centralized

or decentralized at unit levels
 Recruitment Policy

• To specify the degree of flexibility with regard to age,

qualifications, compensation structure and other service
conditions

• To prescribe the personnel who would be involved in

recruitment process and the role of human resource
department in this regard

• To specify the budget for meeting the expenditures

incurred in completing the recruitment process.
 Recruitment Policy
Prerequisites of a Good Recruitment Policy:

The recruitment policy of an organization must satisfy

the following conditions:
• It should be in conformity with its general personnel

policies

• It should be flexible enough to meet the changing needs

of an organization
 Recruitment Policy

• It should be so designed as to ensure employment

opportunities for its employees on a long-term basis so
that the goals of the organization should be achievable;
and it should develop the potentialities of employees

• It should match the qualities of employees with the

requirements of the work for which they are employed

• It should highlight the necessity of establishing job

analysis
 Factor Affecting Recruitment

The factors affecting recruitment can be

classified as:

Internal External
Factors Factors
 Factor Affecting Recruitment
The Internal Factors Are:
• Wage and salary policies
• The age composition of existing working force
• Promotion and retirement policies
• Turnover rates
• The nature of operations involved the kind of HR required
• The level and seasonality of operations in question
• Future expansion and reduction programs
• Recruiting policy of the organization
• HR planning strategy of the company
• Size of the organization and the number of employees
employed
• Cost involved in recruiting employees
• Growth and expansion plans of the organization
 Factor Affecting Recruitment
The External Factors Are:
• Supply and demand of specific skills in the labor market
• External cultural factors: Obviously, the culture may
exert considerable check on recruitment
• Economic factors: such as a tight or loose labor market,
the reputation of the enterprise in the community as a
good pay master or otherwise and such allied issues
which determine the quality and quantity of manpower
submitting itself for recruitment
• Political and legal factors also exert restraints in respect
of nature and hours of work for women and children,
and allied employment practices in the enterprise, and
so on
 Sources of Recruitment

Internal External
Sources Sources
 Internal Sources of Recruitment
• It would be desirable to utilize the internal sources before
going outside to attract the candidates.

• There are two categories of internal sources including a

review of the present employees and nomination of
candidates by employees

• 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
 Internal Sources of Recruitment
• Employees can be requested to suggest promising
candidates. Sometimes, employees are given prizes for
recommending a candidate who has been recruited

• Usually, internal sources can be used effectively if:

- The numbers of vacancies are not very large

- Adequate employee records are maintained

- Jobs do not demand originality lacking in the internal

sources
- Employees have prepared themselves for promotions
 Advantages of Internal Sources of
Recruitment
• It creates a sense of security among employees when they are
assured that they would be preferred in filling up vacancies

• It improves the morale of employees, for they are assured of

the fact that they would be preferred over outsiders when
vacancies occur

• It promotes loyalty and commitment among employees due to

sense of job security and opportunities for advancement

• The employer is in a better position to evaluate those presently

employed than outside candidates
 Advantages of Internal Sources of
Recruitment
• Time and costs of training will be low because employees
remain familiar with the organization and its policies

• It encourages self-development among the employees. It

encourages good individuals who are ambitious

• It encourages stability from continuity of employment

• It can also act as a training device for developing middle

and top-level managers
 Disadvantages of Internal Sources of
Recruitment

• Discourages new blood from entering and organization

• As promotion is based on seniority, the danger is that

really capable hands may not be chosen. The likes and
dislikes of the management may also play an important
role in the selection of HR

• This source is used by many organizations; but a

surprisingly large number ignore this source, especially
for middle management jobs
 External Sources of Recruitment
• It may be necessary to bring in some ‘new blood’ to
broaden the present ideas, knowledge, and enthusiasm

• Thus, all organizations have to depend on external

sources of recruitment. Among these sources are
included:
- Employment agencies

- Educational and technical institutes

- Casual labor or “applicants at the gate”

 External Sources of Recruitment
• Public and private employment agencies play a vital role in
making available suitable employees for different positions in
the organizations

• Usually, these agencies facilitate recruitment of technical

and professional personnel. Because of their specialization,
they effectively assess the needs of their clients and
aptitudes 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 assess applicants and use advanced
techniques of vocational guidance for effective placement
purposes
 External Sources of Recruitment
• Educational and technical institutes also form an effective
source of manpower supply

• There is an increasing emphasis on recruiting student 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 in special company training programs. They are
not recruited for particular positions but for development as
future supervisors and executives. Indeed, this source
provides a constant flow of new personnel with leadership
potentialities
 External Sources of Recruitment
• Enterprises depend to some extent upon casual labor or
“applicants at the gate”

• The candidates may appear personally at the company’s

employment office or send their applications for possible
vacancies

• The quality and quantity of such candidates depend on the image

of the company in community

• However, this source is uncertain, and the 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. Also, it provides
measures for good public relations and accordingly, all the
candidates visiting the company must be received cordially
 Advantages of External Sources of
Recruitment
• It will help in bringing new ideas, better techniques and
improved methods to the organization

• The existing employees will also broaden their personality

• The management has a wider choice while selecting the

people for employment

• The entry of new persons with varied expansion and

talent will help in human resource mix
 Disadvantages of External Sources of
Recruitment
• Orientation and training are required as the employees remain
unfamiliar with the organization

• It is more expensive and time-consuming. Detailed screening is

necessary as very little is known about the candidate

• If new entrant fails to adjust himself to the working in the

enterprise, it means yet more expenditure on looking for his
replacement

• Motivation, morale and loyalty of existing staff are affected, if

higher level jobs are filled from external sources. It becomes a
source of heart-burning and demoralization among existing
employees
 Methods of Recruitment

Third-
Direct Indirect
Party
Methods Methods
Methods
 Methods of Recruitment
1. Direct Methods
• These include sending recruiters to educational and
professional institutions, employees, contacts with public, and
manned exhibits

• One of the widely used direct methods is that of sending of

recruiters to colleges and technical schools

• Sometimes, firms directly solicit information from the concerned

professors about students with an outstanding record

• Other direct methods include sending recruiters to conventions

and seminars, and setting up exhibits at fairs
 Methods of Recruitment
2. Indirect Methods
• The most frequently used indirect method of
recruitment is advertisement in newspapers,
journals, and on the radio and television

• Advertisement enables candidates to assess their

suitability

• It is appropriate when the organization wants to

reach out to a large target group scattered
nationwide
 Methods of Recruitment
• When a firm wants to conceal its identity, it can give

blind advertisement in which only box number is

given. Considerable details about jobs and
qualifications can be given in the advertisements

• Another method of advertising is a notice-board

placed at the gate of the company

 Methods of Recruitment
3. Third-Party Methods
• The most frequently used third-party methods are public and
private employment agencies

• Public employment exchanges have been largely concerned

with factory workers and clerical jobs. They also provide help in
recruiting professional employees

• Private agencies provide consultancy services and charge a

fee. They are usually specialized for different categories of
operatives, office workers, salesmen, supervisory and
management personnel

• Other third-party methods include the use of trade unions

 Philosophies of Recruitment
There are basically two philosophies of
recruitment
• The Traditional Philosophy is to get as many people as
possible to apply for the job. As a result of this, a large number
of job seekers apply for the job, which makes the final selection
process difficult and can often result in the selection of wrong
candidates. Wrong selection can, in turn, lead to employee
dissatisfaction and turnover in the long run

• The Realistic Philosophy, in this philosophy the needs of the

organization are matched with the needs of the applicants,
which enhance the effectiveness of the recruitment process. In
realistic approach, the employees who are recruited will stay in
the organization for a longer period of time and will perform at
higher level of effectiveness