RECRUITMENT PRACTICES

                                                         Recruitment practices

                                                          Guided By Dr.N. Shani

                                         Assoicate professor of Karpagam university

RECRUITMENT PRACTICES

ABSRACT

            This paper focus on Recruitment practices. Recruitment is a process to discover the source of manpower to meet the requirement of the staffing and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of on efficient workforce. In this I discuss about the Process of Recruitment, sources of Recruitment and Recruitment Practices in India.

INTRODUCTION

The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, we need to recruit people with requisite skills, qualifications and experience.  While doing so, we have to keep the present as well as the future requirements of the organization in mind.

Recruitment is one of the most visible roles undertaken by human resource departments in organizations. Recruitment can be considered as part of a trio, ‘recruit, reward and retain’. Recruitment is a process of generating a ‘pool’ of candidates by reaching the ‘right’ audience suitable to fill the vacancy. Selection involves ‘picking’ the most suitable candidate from the ‘pool’ that is willing to fill the vacancy

 MEANING AND DEFINITION

Recruitment is the generating of applications or applicants for specific positions to be filled up in the organizations. In other words, it is a process of searching for and obtaining applicants for and jobs so that the right people in right number can be selected.

According to Flippo “recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.

PROCESS OF RECRUITMENT 

 Job Analysis

The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Often times a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.

Sourcing

Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done . This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an Applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing

Onboarding

"Onboarding" is a term which describes the introduction or "induction" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months.

SOURCES OF RECRUITMENT

The various sources of recruitment are classified into two broad Categories, namely:

• Internal sources
• External sources

INTERNAL SOURCES

Present Employees

Promotions and transfers among the present employees can be a good source of recruitment. Promotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organizational culture, they get motivated. Promotion from among present employees also reduces the requirement for job training.

Transfer refers to shifting an employee from one job to another without any change in the post, status and responsibilities. The need for transfer is felt to provide employees a broader and varied base which considered necessary for promotions.

Former Employees

Former employees are another source of applicants for vacancies to be filled up in the organization. Retried or retrenched employees may be interested to come back to the company to work on a part- time basis. Similarly, some former employees who left the organization for any reason may again be interested to come back to work.

Employee Referrals

This is yet another internal source of Recruitment. The Existing employees refer their family members, friends and relatives to the company as potential candidates for the vacancies to be filled up in the organization.

Previous Applicants

 This is considered as internal source in the sense that applications from the potential candidates are already lying with the organization. Sometimes, the organizations contact through mail or messenger these applicants to fill up the vacancies particularly for unskilled or semi- skilled jobs

EXTERNAL SOURCES

Employment Exchanges

Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates

Placement Agencies

Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

Advertisements
Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

Campus Recruitment

 This is the another source of Recruitment. Though company recruitment is a common phenomenon particularly in the American organizations, it has made  its mark rather recently.of late, some organizations such as HLL, HCL,L&T ,CITI bank , Motorola , reliance etc. In India have started visiting educational and training institutes/campuses for recruitment purposes.

Deputation

Another source of recruitment is deputation, i.e., sending an employee to another organization for a short duration of two or three years. This method or recruitment is practiced, in a pretty manner, in the Government Departments and public sector organizations. Deputation is useful because it provides ready expertise and the organization does not have to occur the initial cost of induction and training.

Word-of-mouth

Some organization in India also practices the ‘word-of-mouth’ method of recruitment. In this method, the word is passed around the possible vacancies or openings in the organization.

RECRUITMENT PRACTICES IN INDIA

The Indian firms practice not a single source of Recruitment, but a host of sources of recruitment.

Recruitment in Public sector:

The major Sources of recruitment Practiced in the public sector organizations in order or preference were:

• Employment Exchanges
• Advertisements
• Internal Sources (through promotion and transfer)
• Casual employment seekers
• Displaced Persons
• Employees relatives and friends

Recruitment in private sector:

In private sector organizations, procedure and methods in regard to recruitment were not formalized. As such each private sector employer followed its own method.

• Advertisement
• Employment exchanges
• Relatives and friends of existing employees and their recommendations
• Internal sources through promotion and transfers
• Casual callers

            As regards recruitment practices in the Government organization, they follow by and large public recruitment policies viz., employment exchanges in recruiting lower-level semi skilled jobs. Advertisements are used for filling the higher – level jobs. These are filled either through promotion from internal sources or through deputation from other organization.

CONCLUSION

From this I conclude Recruitment is one of the main departments which place the right candidates to the right job. The recruiters should identify the best candidates from different sources and job sites .Recruiters should identify the problems faced during recruitment and find an alternative to make work efficiently.

REFERENCE

1. Aswathappa, Human Resources and Personnel Management, Tata McGraw Hill,    2003.

2.   P.Joythi. DN Venkatesh, Human Resource Management, Oxford 2006.

1. Dr.p.subba Rao, Personnel and Human Resource Management, Himalaya publishing           House.

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