In this presentation, we will understand the stages of recruitment process. We will also analyze effective sources of recruitment for various openings and innovative recruitment solutions. We will also discuss the various sources of recruitment like referrals, job portals, recruitment firms, campus recruitment, employment exchange etc. To know more about Welingkar School’s Distance Learning Program and courses offered, visit: http://www.welingkaronline.org/distance-learning/online-mba.html

1. Learning Objectives
Explain the three stages of recruitment
process.
Describe the various sources of
recruitment.
Assess the impact of a particular
recruitment source.
Analyze the most effective source of
recruitment for various scenarios.
Arrive at some innovative recruitment
solutions for various scenarios.
Chapter Three Sources of Recruitment 1

2. Structure
1. Recruitment Process
2. Sources of recruitment – Classification.
3. Internal sources.
4. External sources
1. Advertisements
2. Job Portals / Organizational Websites
3. Recruiting Firms.
Chapter Three Sources of Recruitment 2

3. Structure
4. External sources- contd.
4. Campus Recruitment.
5. Job Fairs / Exhibitions.
6. Employment Exchanges.
5. Other Sources
6. Summary.
Chapter Three Sources of Recruitment 3

4. 3.1 Recruitment Process
Recruitment
Process
Strategy Evaluation of
Planning
Development Process
Chapter Three Sources of Recruitment 4

5. 3.1 Recruitment Process
Planning involves the translation of likely
job vacancies into a set of objectives
that specify the number and type of
applicants to be contacted. The type of
people to be targeted for recruitment is
determined by the job description &
person specification.
Recruitment yield measures the success of
recruitment strategies. A yield ratio is
% of job applicants from a particular
source that make it to the next stage in
selection process.
Chapter Three Sources of Recruitment 5

6. 3.1 Recruitment Process
A yield ratio =
persons qualified for the position
________________________________________________________________________________________________________
________________________________________________________________________________________________________ x 100
persons applied for the position
To determine which of your recruitment
sources is most effective at attracting
qualified candidates, calculate , and
then compare , the various sources’ yield
ratios. The source with the highest ratio
is most effective.
Chapter Three Sources of Recruitment 6

7. 3.1 Recruitment Process
Strategy development is to decide , how
where and at what cost to look for
suitable candidates. Organizations can
decide to use outside firms for
recruitment or train their own staff for
the task.
If decision is for recruitment firms several
effective options are available.
Evaluation of processes is an ongoing
exercise.
Chapter Three Sources of Recruitment 7

8. 3.1 Recruitment Process
Continuous evaluation of the process ensures
that the recruitment cycle time is
reduced as are the costs incurred.
Measurable factors include number of
[i] applications received.
[ii] candidates short listed at each
stage of the process.
[iii] candidates recruited and
[iv] candidates retained over six
months.
Chapter Three Sources of Recruitment 8

9. 3.1 Recruitment Process
Getting the right person for a job is an
arduous task.
Organization must have a recruitment plan
each year that dovetails into its
business plan. Fair implementation of
succession plan assures better quality of
HR plan from where recruitment plan is
available.
Next organization needs to choose an optimum
source for recruitment which meets
parameters of time, cost and
confidentiality.
Chapter Three Sources of Recruitment 9

10. 3.2 Sources of Recruitment - Classification
External - Advertisements
Recruiting firms
Sources of Recruitment
internal - Promotions, Others - Employee
Transfers Referrals , Gate Notice
Chapter Three Sources of Recruitment 10

11. 3.3 Internal Sources
Here vacancy is filled with a current
employee. For this employee is either
promoted or provided a {location or
functional} transfer.
Vacancies are internally notified, and
selection arranged from responses
received.
This process is a great motivator and
encourages current employees to
constantly upgrade their skills. Robust
internal recruitment reduces attrition.
Chapter Three Sources of Recruitment 11

12. 3.3 Internal Sources
This process reduces cost of recruitment,
selection and induction. Risk factors
associated with new recruits are
eliminated.
But internal recruitment limits the choice
of candidates. The process has to
implemented with meticulous care and
fairness. Otherwise it can generate
disgruntle among employees & demoralize
them.
Internal recruitment, further, cannot get
fresh blood into organization to bring in
new perspectives.
Chapter Three Sources of Recruitment 12

13. 3.4 External Sources
3.4.1 Advertisement
Print Media:
This is of the most used sources of
recruitment. Advertisements can be via
Print Media or Electronic Media.
Print media is the oldest choice. There are
many recruitment campaigns in print and
organizations use them as an opportunity
for brand building.
These ads are eye catching, stylish,
creative and colorful.
Chapter Three Sources of Recruitment 13

14. 3.4 External Sources
Print Media:
Extreme care needs to be exercised in
choosing the correct media so as to reach
focused or larger numbers quickly.
Print media suffers from a few drawbacks –
◘ initial costs are high and there
is a poor return on investment.
◘ audience addressed is diffused.
◘ huge efforts are required to
sort out responses.
Chapter Three Sources of Recruitment 14

15. 3.4 External Sources
Electronic Media:
Very effective means as in terms of sheer
reach it is unmatched. It is most favored
when recruiting non-technical staff. One
can attract non-active job seekers
through this media. It can also be used
for brand building.
Like Print media this is also a fairly
diffused media with returns on
investments not at high levels desired.
Chapter Three Sources of Recruitment 15

16. 3.4 External Sources
Electronic Media:
Online Advertising
Here jobs are just a click away!
e-recruitment advertisements costs are 80%
less than print ads and 10 times cheaper
than consultants.
Online advertising falls into three distinct
categories –
♦ Banner Advertising
♦ Job Portals and Organizational
Websites
♦ Social / Business networking websites
Chapter Three Sources of Recruitment 16

17. 3.4 External Sources
♦ Banner Advertising
Banner advertising is a form of online
advertising that entails embedding an
advertisement into a web page. These web
pages are the most visited web sites.
{Mail service providers, entertainment
portals etc.}
This method was very popular in the late 90s
and the early part of the century, but
with emergence of other forms of online
advertising , banner advertisement is not
very widely used.
Chapter Three Sources of Recruitment 17

18. 3.4 External Sources
3.4.2 Job Portals
A job portal is essentially a medium which
helps bring employers and job seekers
together. Most prospective candidates use
internet to find out what is new in the
job market. Catching them on to spot an
online recruitment are much better than
through print or electronic media.
Naukri, monsterindia or timesjobs are popular
portals and they offer attractive packages
to recruiters.
Chapter Three Sources of Recruitment 18

19. 3.4 External Sources
♦ Job Portals
Amazing progress in technology allows the
employers to computerized resume scans ,
hold online interviews and conduct
psychometric tests and cut the
recruitment cycle by 50%.
“Job Alerts” tool permits employer to drop
job ad in suitable candidate’s mail box
directly, thus ensuring focused
targeting.
Candidates also can update their resumes
online without any difficulty.
Chapter Three Sources of Recruitment 19

20. 3.4 External Sources
♦ Organizational Websites
There is an increasing trend of companies
to set up their own websites for
attracting candidates. Apart from brand
building , these offer the employee to
have a better understanding of the
organizational culture, before applying
online
.
Many companies like ICICI have a separate
career website.
Chapter Three Sources of Recruitment 20

21. 3.4 External Sources
♦ Social / Business Networking Sites
Apart from business networking sites like
linkedin.com, recruiters are using
social networking sites like facebook,
orkut etc. to reach out to potential
employees. This is a great tool to reach
“non-active” job seekers; especially in
senior roles. These site protect the
confidentiality of these candidates as
they are not essentially job portals.
Candidates can further use this as a
positioning tool by providing exclusive
information which normally does not form
a part of resume.
Chapter Three Sources of Recruitment 21

22. 3.4 External Sources
3.4.2 Recruiting Firms
Recruiting Firms
Employment Agency Executive Search
Placement Firms Head Hunters
Chapter Three Sources of Recruitment 22

23. 3.4 External Sources
3.4.2 Recruiting Firms
There are two types of recruiting firms
generally classified according to the
level of positions handled. Placement
firms are used for junior level, mass,
semi-skilled positions.
Executive search firms focus on professional
openings. Typically they specialize in a
particular industry or role.
Recruiter must check the credentials of the
firm, ask for references and ensure firm
is competent to handle the job before
selection.
Chapter Three Sources of Recruitment 23

24. 3.4 External Sources
3.4.2 Recruiting Firms
Recruiters find it advantageous to form a
long term relationship with recruiting
firm as it acts as an extended Public
Relations arm of the organization. It
must know the culture of the organization
and full job description to select the
right candidates from companies that
would be preferred by the recruiter.
Clarity has to established regarding payment
of fees to the firm in case selcted
candidate does not join or quits within a
few months after joining.
Chapter Three Sources of Recruitment 24

25. 3.4 External Sources
3.4.2 Recruiting Firms
Recruitment Agencies Role & Payments.
Success Only Retained
* Payment after Part payment upfront
candidate joins. balance in stages.
* Candidates not candidates screened
Screened & approved.
* Suitable for suitable for niche
Multiple positions senior positions
Junior positions
* Fee structure from
5 to 20% of 20 to 33%
Cost To Company
Chapter Three Sources of Recruitment 25

26. 3.4 External Sources
3.4.4 Campus Recruitment
Campus Recruitment is the main source for
recruiting newly educated and skilled
candidates. Institutions that offer
professional courses {engineering,
management, hotel management, legal,
secretarial} are an important source for
employers to recruit management trainees
who can be trained to suit the
organizational needs. Basic skills of
these graduates are guaranteed aand
aptitude tests, group discussions &
personal interviews are enough for the
final selection.
Chapter Three Sources of Recruitment 26

27. 3.4 External Sources
3.4.5 Job Fairs / Exhibitions
A job or Career fair is an exposition for
employers to meet prospective job
seekers. They usually consis of
organization booths or tables where
resumes can be collected.
Sometimes an initial interview or screening
is also arranged. These are exploited by
IT/ITES sectors as well as hospitality,
construction and retail industries.
With new technology online job fairs are
becoming common as they have larger reach
and may be less costs.
Chapter Three Sources of Recruitment 27

28. 3.4 External Sources
3.4.6 Employment Exchanges
Under the Employment Exchanges
{Compulsory Notification of Vacancies}
Act, 1959, it is compulsory for
industrial establishments, employing more
than 25 workers, to notify vacancies
before they are filled .
Employment exchanges are useful in
recruiting technical workers.
Chapter Three Sources of Recruitment 28

29. 3.4 External Sources
Few Innovative Methods of sourcing.
® BPOs tied up with a premium yellow pages
company. When one called for assistance
company’s job advertisement would be
heard first.
® Another company had a mobile recruitment
van called “Careers on wheels”.
® An IT company developed the course
material of colleges to suit their
organizational needs. Thus Graduates
turned into ready to hire candidates.
Chapter Three Sources of Recruitment 29

30. 3.5 Other Sources
Employee Referrals
This old source was structured by the
phenomenal growth of the IT sector. Is
now used across the industries. Employees
are encouraged to become “Internal Head
Hunters” are rewarded financially.
Candidates appointed through employee
referrals tend to stay longer with the
companies and cost of recruitment is much
less for this source. Success depends on
speed with which internal recruitment is
carried and employees rewarded.
Chapter Three Sources of Recruitment 30

31. 3.5 Other Sources
Advertisement on the Gates.
The source is used to recruit for factories
and in retail trade
Notices are posted on the entrances
providing details of the vacancies.
Effective for junior jobs requiring
normal skills.
Recruitment costs of the source are lowest.
Chapter Three Sources of Recruitment 31

32. 3.5 Other Sources
Expat Hiring.
The last decade has witnessed an increase in
the number of expatriate executives
across sectors such as retail, telecom
and aviation, which required efficiencies
in the systems and processes and best
business practices.
Organizations chose to recruit expats as
there was no ready supply of talent
available in the country. Reliance,
Vodafone and Jet Air recruited expats for
key positions.
Chapter Three Sources of Recruitment 32

33. 3.6 Summary
Reaching out to the right candidates is easy
if the right source of recruitment is
used. Each source has its own advantages
and disadvantages. And none of them can
be used in isolation to meet recruitment
needs of the entire organization. With
cost being a factor, the smart recruiter
needs to understand the ramifications of
each source and uses a mix that suits the
urgency and uniqueness of their
requirements.
Chapter Three Sources of Recruitment 33

34. 3.6 Summary
A print recruitment advertisement no longer
ensures quality responses. The smart
recruiter uses multiple channels and the
recruiting strategy includes all or any
of the recruitment sources.
Continuous monitoring of the process ensures
effectiveness.
Chapter Three Sources of Recruitment 34

35. Thus we have come to an end to this session # 03
In the fourth session that follows
we learn
“ Recruitment from Advertisement to
Short List “
Chapter Four.
Good Luck!
Chapter Three Sources of Recruitment 35

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