Name Vikramjeet

Batch Jan-17
Mode Mixed
Subject Organizational Behavior and Human Resource Management

 Define Recruitment. Explain the different sources of recruitment.

Recruitment is defined as the process through which potential job applicants are attracted
from available labour force. It is essential for every organization to attract enough quantity
of potential job applicants who possess the required aptitudes & abilities that can be helpful
for the organization to accomplish its objectives. An effective recruiting process is followed
by the selection of effective employees. If the best candidates are not included in the group
of job applicants, then the organization is deprived off from such potential employees.

When the organization plans for the recruiting process, then the first thing is to consider the
required number of applicants that should be recruited. There are possibilities that some
applicants would not accept the job offers or many of them may not be qualified enough, so
it is the important to recruit higher number of applicants than expected to hire. One
method of ascertaining the required number of recruiting employees for every job is
through yield ratios. These ratios provide the relationship between the applicants that stand
at one step of the recruiting process & the quantity of applicants that would proceed to the
next step of the process.

Different sources of Recruitment

1. Internal Recruitment
2. External Recruitment

Following are some of the main forms of internal recruitment.

 Promotion from within

 Job Posting
 Contacts & Referrals

1. Promotion from Within

Many organizations prefer to promote their entry level employees to the higher level
positions and therefore such organizations maintain human resource planning system. The
human resource planning system uses the replacement charts & succession plans to point
out & promote employees to the higher level positions. The performance appraisals are
reviewed for the purpose of identifying the employees that have potential & desire to be
promoted. The internal recruitment increases the motivation among existing employees for
effective work & this would finally enhance the morale of employees.

2. Job Posting

Job posting is also used for the internal recruitment by the organizations. The organization
informs its employees about the new job opening through publications, bulletins & personal
letters. The main reason of job posting is to communicate with the employees about the
vacant posts. Following are guidelines for the effective job posting.

 Job posting must be prominent

 The job specifications should be communicated clearly so that the employees can
ascertain by themselves that either they are eligible for the post or not.
 All the applicants must be informed about the decisions made by the management.
 The working of job posting system is quite well.

3. Contacts & Referrals

Many organizations conclude that their employees can support the recruiting process. The
employees can refer the applications of their friends & associates. The organization
supports its existing employees to attract the applications of their friends & relatives for the
vacant posts. In this way the employees refer their associates & friends to apply for the
posts which is much cost effective & quick process of recruitment. However there are
certain problems associated with the hiring the relatives & friends of existing employees like
favouritism etc.

Following are some of the main forms of internal recruitment.

 Advertising
  Employment Agencies
 Recruiters
 Special Events
 Internships
 Executive search firms
 Professional Associations
 Unsolicited Walk-in Applicants

1. Advertising

One effective method to communicate about the vacant posts of the organization is through
advertising in which newspaper, television, radio, internet & industry publication media are
used to inform the general public. In some case the organizations involved in the blind
advertisement in which the recruiting organization is not identified. There are many reasons
for the application of blind advertisement like:

 The organization tries to cover low level of applicants & to discourage the irrelevant
traffic of applicants.
 The organization may have bad image or reputation that prevents enough
applicants.
 When the purpose of advertisement is test marketing only.

2. Employment Agencies

Employment agencies are also organizations that not only assist the organizations in the
recruitment of the employee but also facilitate the persons to find a suitable job. There are
two kinds of employment agencies which are as follow.

 Public Employment Agencies

 Private Employment Agencies

Both kinds of agencies facilitate the organizations & individual persons to coordinate for the
recruitment of job. In return of their services, these agencies charge specific fee. In some
cases the employment agencies specialize themselves for only specific areas of jobs like
engineering, computer programming, human resource etc.

3. Recruiters

The recruiters are associated with the colleges, universities, vocational & technical schools,
community colleges etc.

4. Special Events

In this method of external recruitment, special effort is made by single or group of

employers to attract & interview large number of applicants.

5. Internship

In this method a student is placed at a post on temporary basis. The organization has not
any responsibility to convert the internee as a permanent employee & similarly the student
is also free to accept or reject the permanent employment. This method is more similar to
training than to the recruitment but however these internship programs are helpful for the
organizations in recruiting potential & knowledgeable employees.

6. Executive Search Firms

These firms are also called “head hunters” and these are concerned with the provision of
top executives or highly experienced professionals. Organization that needs special type of
person as employee contacts these searching firms which would provide the required
person to the organization.

7. Professional Associations

In certain business professions like marketing, finance, human resource etc. there are
associations that give the services of recruitment & replacement for their members.
Professional associations provide a bridge that connects professional with their related jobs.
Most professional associations post the jobs through the advertisement on newsletters,
trade publications & annual general meeting. The annual general meeting of these
associations provides a chance for professional to know the opened posts of jobs & also the
employers of the posted jobs to interview the professionals.

8. Unsolicited Walk-In Applicants

The organization that has good reputation for the working employees receives a lot of
unsolicited applications from the prospective applicants. In such cases the organization does
not exercise much effort on recruiting process.

Besides these methods there are also some other methods of external recruitment like open
houses, virtual job fairs, cyber recruiting etc.

 Job Analysis

Job analysis (also known as work analysis) is a family of procedures to identify the content
of a job in terms of activities involved and attributes or job requirements needed to perform
the activities. Job analysis provides information to organizations which helps to determine
which employees are best fit for specific jobs. Through job analysis, the analyst needs to
understand what the important tasks of the job are, how they are carried out, and the
necessary human qualities needed to complete the job successfully. The process of job
analysis involves the analyst describing the duties of the incumbent, then the nature and
conditions of work, and finally some basic qualifications. After this, the job analyst has
completed a form called a job psychograph, which displays the mental requirements of the
job. The measure of a sound job analysis is a valid task list. This list contains the functional
or duty areas of a position, the related tasks, and the basic training recommendations.
Subject matter experts (incumbents) and supervisors for the position being analysed need
to validate this final list in order to validate the job analysis. Job analysis is crucial for first,
helping individuals develop their careers, and also for helping organizations develop their
employees in order to maximize talent. The outcomes of job analysis are key influences in
designing learning, developing performance interventions, and improving processes. The
application of job analysis techniques makes the implicit assumption that information about
a job as it presently exists may be used to develop programs to recruit, select, train, and
appraise people for the job as it will exist in the future.