RECRUITMENT THEORITICAL CONCEPT

INTRODUCTION:

After job analysis and job design, the next step that follows is recruitment which forms the first stages in the process which continues with selection and ceases with the selection of the candidate. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of the potential applicants for actual or anticipated organizational vacancies

MEANING AND DEFINATION

In simple terms recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition of recruitment is It is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. As a result a talent pool is created and the selection process begins. Though theoretically recruitment process is said to end with the receipts of application, in practice the activity extends to the screening of application.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool potentially qualified job candidates. 1. Determine the present and future requirements of the organization in conjunction with its personnel-planning and job analysis activities. 2. Increase the talent pool at minimum cost. 3. Help increase the success rate of selection process by reducing the number of visibly under qualified or overqualified applications.

4. Help reduce the probability that job applicants once recruited and selected will have the organization after a short period of time. 5. Meet the organizations legal and social obligations regarding the composition of its work place. 6. Being identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organizational and individual effectiveness in a short term and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment process: The process consists of 5 interrelated stages visualized I. Planning. II. Strategy development III. Searching IV. Screening and control The recruitment programme is the one that attracts a relatively large number of qualified applicants who will survive the screening process and accept position with the organization who offered. Recruitment programme can loose the ideals in many ways: by to attract an adequate applicant pool,by under over selling the organization,or by in adequately screening applicants before they enter the selection process.thus to approach the ideal individuals responsible for the recruitment process must know how many abd what type of employees are needed,where by and how to look for individuals with appropriate qualification and interest,what inducement to use for various types of applicant groups,how to distinguish applicants who are unqualified from those who have a reasonable chance of success,and how to evaluate their work.

Personal planning

Job analysis

Employee requisition

Job vacancy

Recruitment planning-numbers ---types

Searching activation

Appli cant pool

screeni ng

Pote ntial hires

Strategy development -where -how -when

Applicant population

Evaluation and control

Fig. Recruitment Process

Source: Herbert G.Heneman III.etc. Personal\Human Resource management

Recruitment Policy:

Such a policy asserts the objectives of the recruitment and provides a framework of implementation of the recruitment programme in the form of procedures. According toYoder,the recruitment policy is concerned with quantity and qualification of man power. It establishes broad guidelines for the staffing process. Generally: the following factors are involved in a recruitment policy: i) To carefully observe the letter and spirit of the revelent public policy On hiring and, on the whole, employment ii) Relationship; iii) To provide individual employees with the maximum of employment Security, avoiding, frequent lay-off or lost time. iv) To provide each employee with an open road and encouragement in The continuing development of his talents and skills; v) To assure each employee of the organization interest in his personal Goals and employment objectives; vi) To assure employees fairness in all employment relationships, Including promotions and transfers: vii) To avoid cliques which may develop when several members of the Same household or communities are employed in the organization; viii) To provide employment in jobs which engineered to meet the Qualifications of handicapped workers and minority sections; and iX) To encourage one or more strong, effective, responsible trade

unions among the employees

Sources of recruitment:

Before an organization activity begins recruiting applicants, it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources, while most only try to tackle the existing sources they have. These sources, accordingly, may be termed as:

-Internal sources; and -External Sources

INTERNAL SOURCES

These are most obvious sources, these include personnel already on the pay-roll of an organization, i.e., its present working force whenever any vacancy occurs somebody from within the organization is upgraded, transferred promoted or sometimes demoted. This source also includes personnel who were once on the pay-roll of the company but who plan to return or whom the company would like to rehire, such as those on leave of absence, those who voluntarily, or those on production lay-off. EXTERNAL SOURCES

These sources lie outside the organization. They usually include:

Campus recruitment

Employment agencies/consultants, Field trips, Advertisement, Casual applicants, Employee referrals, Trade union. Thus, the external sources have been popular. Recently; Campus recruitment is the trade in external source

Methods or techniques of recruitment:

Dunn &Stephens summaries the possible recruiting methods in to three categories: -Direct -Indirect -Third party Direct method:

These include sending traveling recruitments to educational and professional institutions, employees contacts with public and manned exhibits. In many colleges recruiting is done by placement office of a college for managerial professional and sales personnel, campus recruitment are an extensive operation. Other direct methods include recruiters to conventions and seminars, setting exhibits at fairs, and using mobile offices to go to the desired centers.

Indirect Methods: Indirect methods involve mostly advertising in newspapers, on the radio, and professional journals, technical magazines and broachers. Where as, advertising in newspapers, and\or trade journals, and magazines is the most frequently used method.

Other methods include advertising in publications, such as trade and professional journals, radio or television announcement, as it is done by many Indian manufactures.

Third Party Methods: These include uses of: Commercial or private employment agencies, State or public employment agencies-also known as Employment or labor exchange. Schools, colleges and professional institutions, Professional organization or recruiting firms or executive recruiters, Indoctrination seminars for college professors, Employee referrals, trade unions, casual labour, Applicant at the gate, unconsolidated applicants, Voluntary organizations, computer data bank.

Which particular source is to be tapped will depend on the policy of a firm. The best management policy regarding recruitment is to look first within the organization. If that source fails, external recruitment must be tackled.

Factors affecting the recruitment:

Both internal and external factors affect the recruitment the external factors include supply of and demand for human resource, employment opportunities, labour market conditions etc. and internal factors includes companys pay package, Quality of work life, organizational culture etc.

Summing Up:

Recruitment has been regarded as the most important function of personnel administration, because unless the right types of people are hired, even the best plans, organization charts and control system would not do much good. Flippo views recruitment both as positive and negative activity. Flippo Says: It is process of searching for prospective employees and stimulating and encouraging them to apply for jobs to increase the hiring ratio, i.e. the number of applicants for a job. Section, on the other hand tends to be negative because it rejects good member of those who apply, leaving only the best to be hired.