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RECRUITING HUMAN RESORCES

Submitted by:Group-12Akshay Sharma(2009067)Amanpreet Singh(2009068)Ankita Gupta(2009069)Ankur Jaggi(2009070)Ashley Mathew(2009071)Ashutosh Jha(2009072)

Nature of Recruitment:It involves attracting and obtaining as many applications as possible from eligible job seekers

Purpose and Importance:

• Identifying potential job applicants who will be appropriate candidates

Factors Governing Recruitment:

External Forces

•Supply and demand•Unemployment rate•Labour market•Political-legal•Sons of soil

Internal factors

•Recruitment policy•HRP•Size of the firm•Cost•Growth and expansion

Recruitment

Recruitment Process

•Planning

•Strategy Development

•Searching

•Screening

•Evaluation

Microsoft’s Recruitment Process

• Round 1: CV is reviewed and matched to job requirements.

• Round 2: Phone interviews are taken to test your technical skills. Team player skills tested by HR department , a process which takes around 30 – 45 minutes.

• Round 3: Completely technical round. Interviews are conducted by several departments. Problems are placed before you for you to solve.

Sources of Recruitment

INTERNAL RECRUITMENT

EXTERNAL RECRUITMENT•Professional or Trade Associations

•Advertisements- ▫Popular method▫Wide reach

• Employment Exchanges

– Ministry of Labour, India runs over 900 Employment Exchanges– Assists in starting Self-Employment Ventures – Registers applications of job-seekers and notify about vacancies– Collection and dissemination of Employment Market Information– Vocational Guidance to students

•Walk-ins, Write-ins and Talk-ins

•Campus Recruitment▫Regular supply▫Free of cost▫Inexperienced

•Consultants▫Nationwide contacts▫Very costly

•Contractors▫Casual workers

Other External Sources:

•Displaced Persons

•Radio and Television

•Acquisitions and Mergers

•Competitors

Internal Vs External SOURCE ADVANTAGES DISADVANTAGES

INTERNAL •Greater motivation for good performance.•Greater opportunities for employees•Opportunity to assess abilities•Improves morale and loyalty•Saves time and money

•Narrow thinking and stale ideas•Creates pressures to compete•Homogeneous workforce•Chance of missing good outside talent.•Need for management-development program

EXTERNAL •Cheaper and faster than training professionals.•Provides new ideas and insights.•Provides greater diversity.•Opportunities to get people with up-to-date knowledge education and training.

•Expensive and time consuming•More chances to commit hiring mistakes.•Longer adjustment or orientation time.•Destroys incentives of present employees to strive for promotion

Most Effective Source of Recruitment

(Source: CIPD 2003a)

E-Recruiting

• Advantages - Saves Cost. - Extended worldwide candidate reach . - Speed enhancement.

• Disadvantages - Many unqualified applicants. - Specialized software needed. - Good applicants lacking internet access

missed

SEARCHING

SCREENING PROCESS

• Determine who will review the Employment Applications and give each person guest user access for the job.

• Develop a list of the most important requirements needed for the job. ▫ Review the Employment Requisition duties and

requirements. ▫ Create a rating system using the job requirements. This will

also be valuable when completing the Application Evaluation Form.

• Review all applications and resumes using the list of requirements and rating system. ▫ Applicant should meet minimum requirements ▫ Consider skills that are "transferable" and not job specific

• Select 3-5 candidates to interview.

Evaluation & Control

Costs incurred in Recruitment Process

Admin Expense

Overtime & Outsourcing

Evaluation of Recruitment Process

Philosophies of Recruitment

SG Cowen: New Recruits

Natalya Godlewska

•Strong financial background.•Has knowledge of four languages. •Determined, ambitious, hardworking.•Has been a topper throughout.

Ken Goldstein

•Has five years of relevant work experience with big name like PWC.

•Has managerial level experience.•Handled multiple teams before and

coordinated group tasks.•Among top performers in PWC.

Reasons for not selecting

Martin street :• No relevant work experience.• Panel not convinced of his commitment to join

SG Cowen.

Andy Sanchez :• Has Entrepreneurial experience but not in

relevant field.• His Poor grades question his ability and

commitment towards work in hand.

References• http://scottless.com/blog/archive/2007/06/30/microsoft-recruitment-process.aspx• http://www.hrscreening.com/• http://hr.ucsb.edu/employment/screening.php• http://en.allexperts.com/q/Hiring-Employees-2132/2008/2/internal-external-

recruitment.htm• http://www.espireinfo.com/images/recruitment.jpg• http://www.citehr.com• http://www.google.co.in• http://epaper.indiatimes.com• An introduction to Human Resource Management, John Stredwick• HRM Course Material

Thank you.