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    Presentation On Recruitment: Presented by Saurabh & Jaspreet

    Uploaded by

    amit8615
    The document discusses recruitment, which it defines as the process of locating and encouraging potential applicants for job openings. It outlines some constraints to effective recruitment, such as a company's public image, unattractive jobs, and limited budgets. It then describes various internal and external sources of recruitment candidates. The main methods of recruitment discussed are internal promotion and transfers, job postings, employee referrals, campus recruitment, advertisements, private employment agencies, employment exchanges, unsolicited applicants, and internet recruiting.

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    Presentation On Recruitment: Presented by Saurabh & Jaspreet

    Uploaded by

    amit8615
    186 views14 pages
    The document discusses recruitment, which it defines as the process of locating and encouraging potential applicants for job openings. It outlines some constraints to effective recruitment, such as a company's public image, unattractive jobs, and limited budgets. It then describes various internal and external sources of recruitment candidates. The main methods of recruitment discussed are internal promotion and transfers, job postings, employee referrals, campus recruitment, advertisements, private employment agencies, employment exchanges, unsolicited applicants, and internet recruiting.

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    Recruitment

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    The document discusses recruitment, which it defines as the process of locating and encouraging potential applicants for job openings. It outlines some constraints to effective recruitment, such as a company's public image, unattractive jobs, and limited budgets. It then describes various internal and external sources of recruitment candidates. The main methods of recruitment discussed are internal promotion and transfers, job postings, employee referrals, campus recruitment, advertisements, private employment agencies, employment exchanges, unsolicited applicants, and internet recruiting.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    186 views14 pages

    Presentation On Recruitment: Presented by Saurabh & Jaspreet

    Uploaded by

    amit8615
    The document discusses recruitment, which it defines as the process of locating and encouraging potential applicants for job openings. It outlines some constraints to effective recruitment, such as a company's public image, unattractive jobs, and limited budgets. It then describes various internal and external sources of recruitment candidates. The main methods of recruitment discussed are internal promotion and transfers, job postings, employee referrals, campus recruitment, advertisements, private employment agencies, employment exchanges, unsolicited applicants, and internet recruiting.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 14

    Presentation

    On
    Recruitment
    Presented By
    Saurabh
    &
    Jaspreet
    INTRODUCTION
    The human resources are the most
    important assets of an organisation.
    The success or failure of an
    organisation is largely dependent on the
    calibre of the people working there in.
    In order to achieve the goals or
    perform the activities of an
    organisation, therefore, we need to
    recruit people with requisite skills,
    qualifications & experience by keeping
    in mind the present as well as the
    future requirements of the
    organisation.
    DEFINITION
    Recruitment is the process of
    locating & encouraging potential
    applicants to apply for existing or
    anticipated job openings.
    CONSTRAINTS &
    CHALLENGES
     Poor image: If the image of a firm is perceived
    to be low the likelihood of attracting a large
    number of qualified applicants is reduced.
     Unattractive job: If the jobs to be filled is
    not attractive , most prospective candidates may
    turn indifferent & may not even apply.
     Conservative internal policies: A policy of
    filling vacancies through internal promotions based
    on seniority, experience, job knowledge etc. may
    often come in the way of searching for qualified
    hands in the broader job market in a unbiased
    way.
     Limited budgetary support: Recruitment
    efforts require money. Sometimes because of
    limited resources, organisations may not like to
    carry on the recruiting efforts for long periods of
    time. This can, ultimately, constrain a recruiter’s
    efforts to attract he best person for the job.
     Restrictive policies of government:
    Governmental policies often come in the way of
    recruiting people as per the rules for company or
    on the basis of merits/seniority, etc. For example,
    reservations for special groups such as scheduled
    castes, backward classes etc.
    SOURCES OF
    RECRUITMENT
     Internal Sources
    Persons who are already working in an organisation
    constitute the ‘internal sources’.

    MERITS
    1. Economical
    2. Suitable
    3. Reliable
    4. Satisfying
    DEMERITS
    1. Limited choice
    2. Inbreeding
    3. Inefficiency
    4. Bone of contention
     External Sources
    External resources lie outside an
    organisation.

    MERITS
    1. Wide choice
    2. Injection of fresh blood
    3. Motivational force
    4. Long term benefits
    DEMERITS
    1. Expensive
    2. Time consuming
    3. Demotivating
    4. Uncertainity
    METHODS OF
    RECRUITMENT
    1. Internal Methods

     Promotions & Transfers


    Many organisations prefer to fill vacancies through
    promotions or transfers from within wherever
    possible. Promotions involves movement of an
    employee from a lower level position to a high level
    position accompanied by changes in duties,
    responsibilities, status, & value. A transfer, on the
    other hand , involves lateral movement with in same
    grade, from one job to another. It may lead changes
    in duties & responsibilities, working conditions, etc.,
    but not necessarily salary.
     Job Posting
    Job posting is another way of hiring people from within. In
    this method, the organisation publicises job openings on
    bulletin boards, electronic media & similar outlets.

     Employee Referral
    Employee referral means using personal contacts to locate
    job opportunities. It is a recommendation from a current
    employee regarding a job applicant. The logic behind
    employee referral is that “it takes one to know one”.
    Employees working in the organisations, in this case, are
    encouraged to recommend the names of their friends working
    in other organisations for a possible vacancy in the near
    future.
    2. Direct Methods

     Campus Recruitment
    It is a method of recruiting by visiting & participating
    in college campuses & their placement centres. Here
    recruiters visit reputed educational institutions such as
    IITs, IIMs, colleges & universities with a view to pick up
    job aspirants having requisite technical or professional
    skills.

    Guidelines for campus recruiting

     Shortlist campuses
     Pay smartly, not highly
     Present a clear image
     Choose recruiting team carefully
     Do not oversell yourself
     Get in early
     Not everyone fits the bill
    3. Indirect Methods

     Advertisements
    These include advertisements in newspapers; professional
    & technical journals; radio & television; etc. In recent
    times, this medium has become just as colourful, lively &
    imaginative as consumers advertising. To apply for the
    advertised vacancies, let’s briefly examine the wide variety
    of alternatives available to a company – as far as ads are
    concerned:

     Newspaper ads
     Television ads
    4. Third Party Methods

     Private Employment Search Firms


    A search firm is a private employment agency that
    maintains computerised lists of qualified applicants &
    supplies these to employers willing to hire people from the
    list for a fee.

     Employment Exchange
    As a statutory requirement, companies also expected to
    (wherever the employment exchanges act, 1959, applies) their
    vacancies through the respective employment exchange,
    created all over India for helping unemployed youth,
    displaced persons, ex-military, physically handicapped,
    etc.
     Unsolicited Applicants/Walk-ins
    Companies generally receive unsolicited applications from
    job seekers at various point of time. The number of such
    applications depends on economic conditions, image of the
    company & the job seeker’s perception of the types of jobs
    that might be available etc. Such applications are generally
    kept in data bank & whenever a suitable vacancy arises, the
    company would intimate the candidate to apply through a
    formal channel.

     Internet Recruiting
    In recent years most companies have found it useful to
    develop their own website & list job openings on it. The
    website offers a fast, convenient & cost effective for job
    applicants to submit their resume through the internet.
    There are variety of websites such as: www.naukri.com,
    www.monsterindia.com, www.timesjobs.com, etc.

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