4. INTRODUCTION
People are integral part of any organization today.
No organization ca run without its human
resources. In highly complex and competitive
situation, choice of right person at the right place
has far reaching implication’s for an organization
functioning.
5. Recruitment is the process of finding
and hiring candidates for a job or
position, from the initial stages to
when the recruit is integrated into the
company. It's a core responsibility of
human resources (HR) management.
RECRUITMENT
6. PURPOSE AND IMPORTANCE OF RECRUITMENT
✔ Determine the present and future requirement of the organization in
conjunction with its personnel planning and job analysis activities.
✔ Increase the job pool of job candidates at minimum cost.
✔ Help increase the success rate of the selection process by reducing the
number visibly under qualified or job application.
✔ Help reduce the probability that job applicants, once recruited
selected, will leave the organization only after a short period of
time.
✔ Meet the organizations legal and social obligation regarding the
composition of its workforce.
✔ Being identifying and preparing potential job applicants who will be
appropriate candidates.
7. ✔ Increase organization individual effectiveness in the short
term and long term.
✔ Evaluate the effectiveness of various recruiting
technique and sources for all types of job applicants.
8. Factors Affecting Recruitment
INTERNAL FACTORS
The internal factors also called as “endogenous factors” are the
factors within the organization that effect recruiting personnel in
the organization. The internal forces that is the factors which can
be controlled by the organization are:
1. Recruitment Policy
The recruitment policy of the organization recruiting from
internal sources and external also affect the recruitment
process The recruitment policy of an organization specifies
the objectives or recruitment and provides a framework
for implementation of recruitment program. It may involve
organizational system to be developed for implementing
recruitment programs and procedure by filling up
vacancies with best qualified people.
9. Factors Affecting Recruitment
Policy
•Need of the organization.
•Organizational objectives.
•Preferred sources of recruitment.
•Government policies on
reservations.
•Personnel policies of the
organization and its competitors.
•Recruitment costs and financial
implications.
10. 2.Human Resource Planning
Effective human resource planning helps in
determining the gaps present in the existing
manpower of the organization. It also helps in
determining the number of employees to be
recruited and what qualification they must possess.
3. Size of the Organization
The size of the organization affects the
recruitment process. If the organization is
planning to increase its operations and
expand its business, it will think of hiring
more personnel, which will handle its
operations.
11. 4. Cost Involved in Recruitment
Recruitment incur cost to the employer,
therefore, organizations try to employ that
source of recruitment which will bear a lower
cost of recruitment to the organization for each
candidate.
5. Growth and Expansion
Organization will employ or think of
employing more personnel if it is expanding
its operations.
12. External factors are things outside a business
that will have an impact on its success. Their
impact can be positive or negative. A business
cannot control external factors. All it can do is
react to them and make decisions to help it
remain successful.
EXTERNAL FACTOR
13. 1.Supply and Demand
The availability of manpower both within and
outside the organization is an important
determinant in the recruitment process. If the
company has a demand for more professionals
and there is limited supply in the market for the
professionals demanded by the company, then
the company will have to depend upon internal
sources by providing them special training and
development programs.
14. 2. Labour Market
Employment conditions in the community where the
organization is located will influence the recruiting
efforts of the organization. If there is surplus of
manpower at the time of recruitment, even informal
attempts at the time of recruiting like notice boards
display of the requisition or announcement in the
meeting etc. will attract more than enough applicants.
15. 3.Goodwill / Image of the Organization
Image of the organization is another factor having its
influence on the recruitment process of the organization.
This can work as a potential constraint for recruitment. An
organization with positive image and goodwill as an
employer finds it easier to attract and retain employees than
an organization with negative image. Image of a company is
based on what organization does and affected by industry.
Managerial actions like good public relations, rendering
public service like building roads, public parks, hospitals and
schools help earn image or goodwill for organization.
16. 4. Political-Social- Legal Environment
Various government regulations prohibiting
discrimination in hiring and employment have direct
impact on recruitment practices. For example,
Government of India has introduced legislation for
reservation in employment for scheduled castes,
scheduled tribes, physically handicapped etc. Also,
trade unions play important role in recruitment. This
restricts management freedom to select those
individuals who it believes would be the best
performers. If the candidate can’t meet criteria
stipulated by the union but union regulations can
restrict recruitment sources.
17. 5.Unemployment Rate
One of the factors that influence the availability of applicants
is the growth of the economy (whether economy is growing or
not and its rate). When the company is not creating new jobs,
there is often oversupply of qualified labour which in turn
leads to unemployment.
6.Competitors
The recruitment policies of the competitors also affect
the recruitment function of the organizations. To face
the competition, many a times the organizations have
to change their recruitment policies according to the
policies being followed by the competitors.
