Explain Recruitment /Search
According to Edwin. B. Flippo, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.
The aim of recruitment is to attract a large number of applications from job seekers. It makes the requirements of job known to the likely candidate in the job market. It provides sufficiently large group of qualified candidates so that most eligible employees can be selected. Thus recruitment is a positive activity which seeks to persuade people to apply for jobs.
The process of recruitment:-
(i) Identifies different source of labour supply.
(ii) Assesses their validity.
(iii) Chooses the most suitable source or sources.
(iv) Invites applications from prospective candidates for vacant jobs.
SOURCES OF RECRUITMENT:-
1) Internal Source (recruitment from within enterprise)
2) External Source (recruitment from outside)
A) INTERNAL SOURCES:-
Means shifting an employee to a higher position carrying greater pay, status responsibilities Various positions in an organisation are usually filled up by promotion of existing employee on basis of merit or seniority or combination of both.
Refers to change in job assignment which may involve promotion, demotion or no change in terms of responsibility status. Transfer may be either temporary or permanent depending upon necessities of filling jobs. Transfer generally involves no significant change in pay, status responsibility of employees.
1) Employees are motivated to improve their performance.
2) Industrial peace prevails in enterprise because of promotional avenues.
3) It is cheaper source as compared to external source.
4) Transfer of job is a tool of training employees to prepare them for higher job.
5) It promotes loyalty among employees as they feel secured on account of chances of advancement.
1) The scope of fresh talent is reduced, when vacancies are filled through internal promotions.
2) The spirit of competition among employees may be hampered.
3) Frequent transfer of employees may reduce overall productivity of organisation.
4) There may be chances of conflict in fighting among employees who aspire for promotion to available vacancies as those not promoted may become unhappy there efficiency may decline.
Enterprise advertises vacancies through newspaper, trade journals magazines. The content of advertisement media through which advertisement is to be given is decided by Human Resource department. It is convenient economical method.
2) Casual Callers:-
On occasions people drop in without any announcement of vacancy to find out if jobs are available. A waiting list of such visitors may be prepared they may be screened to fill the vacancies whenever they arise.
3) Gate hiring or Recruitment at factory gate:
It is usually followed by factories to fill up vacancies at lower level. Large enterprises usually play a notice on notice board specifying details of job available. A large number of unemployed persons assemble at gate where personnel manage scrutinize them pick the persons as per requirement Small workshops recruit fitters, welders etc, through this source.
4) Educational Institutions:-
School, colleges professional institutions offer opportunities for recruiting their students. Prospective employeers verify credentials of students conduct interview directly, placement cells have been set up in well known educational institutions to help students in securing suitable jobs.
5) Management Consultants:-
Help to recruit technical, professional managerial personnel for example accountants, engineers. They specialize in middle level top level executive placements. They maintain data bank of persons with different qualifications skills even advertise jobs on behalf their clients to recruit right type of personnel.
Friends relative of present employees are also good source of recruitment. Many concern prefer such candidates as they generally stand surety for new recruits and their background is partly known type of preliminary screening take place.
7) Labour Contractor:-
Workers are recruited through labour contractors who are themselves employees of organisation. The dis advantage of this system is that if contractor leaves the organisation, all the workers employed through him will also leave. Recruitment through this source has been banned for public sector units. However, this practice is still common in case of construction industry.
The practice of telecasting of vacant posts over T.V. (Doordarshan other channels) is gaining importance these days. Special programmes like Job Watch, Youth Pulse, Employment News etc, over T.V. have become quite popular in recruitment for various types of jobs.
The use of T.V. as a source of recruitment is less as compared to other sources because it is an expensive medium.
9) Union list:-
Sometimes trade Unions list maintain list of candidates seeking employment in the concern. Such candidates could be recruited in consultation with union.
10) Central application file:-
A file is maintained of past applicants who were not selected earlier, in case of immediate requirements such candidates can also be contacted.
1) Wide Options:-
It brings large number of applicants as it permits enterprise to have free hands in making selection.
2) Fresh talent:-
Enterprise can expect to get fresh talented candidates from outside which leads to infusion of New Blood new ideas in to enterprises.
3) Element of competition:-
This is a healthy feature from point of view of enterprise as internal candidates have to compete with outside candidate.
1) Lengthy process:-
It takes long time. The business has to notify vacancies wait for applications to initiate selection process.
2) Costly process:-
A lot of money has to be spent on advertisement processing of applications.
3) Uncertain Response:-
The candidates from outside may not be suitable for enterprise. There is no guarantee that enterprise will be able to attract right kinds of people from external sources.
4) Dissatisfaction among Existing staff:-
They may feel that their chances of promotion may be reduced.
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