Overview
This lecture covers Chapter 3: Staff Recruitment, explaining the recruitment process, its characteristics, sources, merits, demerits, and modern methods like e-recruitment and intranet recruitment.
Recruitment: Meaning and Characteristics
- Recruitment is the process of searching for and attracting potential employees to apply for jobs in an organization.
- It is a process involving a series of activities, not a single event.
- Recruitment acts as a linking activity between employers and job seekers.
- It is a positive function aimed at developing a pool of eligible candidates.
- Recruitment is necessary at all levels of management and is pervasive in nature.
- It is a two-way process involving both recruiter and candidate choices.
- The process is complex due to various influencing factors such as organizational image and job nature.
Sources of Recruitment
Internal Sources
- Promotion: Advancing an employee to a higher post with increased pay and responsibility.
- Transfer: Moving an employee to a similar job in another department without a pay increase.
- Ex-employees: Re-employing individuals who previously worked with the organization.
- Recommendations: Present employees suggest potential candidates.
External Sources
- Advertisement: Job openings publicized via newspapers, magazines, and media.
- Campus Recruitment: Companies recruit students directly from educational institutes.
- Employment Exchanges: Government agencies register job seekers and notify them of vacancies.
- Placement Agencies: Private firms assist in recruitment and selection.
- Casual Callers: Unsolicited applicants who directly approach companies.
- Direct Recruitment / Gate Hiring: Hiring laborers present at the workplace gate.
- Labor Contractors: Contractors supply workers as needed.
Merits and Demerits of Recruitment Sources
Internal Recruitment Merits
- Boosts employee motivation and morale.
- Reduces labor turnover and absenteeism.
- Cheaper and quicker, as no advertising or induction is needed.
Internal Recruitment Demerits
- Lack of new talent and fresh ideas (inbreeding).
- Limited choice may result in unsuitable promotions.
- Can lead to employee complacency.
- Cannot fill all vacancies; external hiring needed.
External Recruitment Merits
- Provides fresh talent and wide choice.
- Brings in new ideas and skills.
- Encourages internal candidates to perform better.
- Necessary for new organizations and vacancies that can't be filled internally.
External Recruitment Demerits
- Time-consuming and expensive.
- May cause frustration among current employees.
- New hires require orientation.
- No guarantee of employee retention or quality.
Modern Recruitment Methods
E-Recruitment (Online Recruitment)
- Involves inviting applications via job portals like Naukri.com, LinkedIn, Indeed.com.
- Benefits: Low cost, faster process, efficient candidate filtering.
- Limitations: Requires internet access and digital skills, lacks personal touch, costs in developing portals.
Intranet Recruitment
- Uses company’s own website or specialized portals for hiring.
- Benefits: Secure, efficient, can automate screening and shortlisting.
- Limitations: Limited reach, possible data privacy risks, not suitable for all job types, not fully dependable.
Key Terms & Definitions
- Recruitment — The process of finding and attracting candidates for employment.
- Promotion — Upgrading an employee to a higher post with more pay and responsibilities.
- Transfer — Shifting an employee to a similar post in another department with no pay change.
- E-Recruitment — Recruitment using electronic means like job portals and company websites.
- Intranet Recruitment — Recruitment using a company’s private network or online portals.
Action Items / Next Steps
- Download and review the uploaded notes for Chapter 3.
- Study differences between internal and external recruitment sources.
- Complete sample paper questions (link provided in description).
- Prepare for the next class and revise chapters 1 and 2 if needed.