Staff Recruitment Overview

Scooby-Doo-Bidoo, where are you? Scooby-Doo-Bidoo, I'm here. Sir, sir, India-Pakistan match is coming, sir. You are teaching us even at this time, how dare you, sir? Yes, brother, I'm doing wrong, I'm doing sin. I'm the one who is responsible for that sin. But I just want to tell you this. I just want to say that the match can be seen as a highlight, the class can be seen as a highlight. Opportunity cost is what matters in your life. Sir, tell me, no child has even come to see the live class. Sir, you are teaching, is there any useless way? At this time, everyone should see, right? Brother, all things on one side, love and affection on one side. I have taken responsibility on my shoulders. My opportunity cost match on one side. I will not see what will happen in the match. Later the result will be known. But at this time if you have made a promise to teach the children. It is wrong to break the promise. So brother I have made promises since childhood. And boys make promises. Till the last breath. Whether they get it or not. What happened? Whether they leave it. No problem. But we have made promises till the last breath. I am still standing there. So that will work. So boys are like that only. In life, what is the most happiness you get? In life, the most happiness you get is watching a cricket match. But, culture, responsibility, is a bigger opportunity cost of a match. A thousand matches are a sacrifice for you, my children. Absolutely Harsh Agarwal, I will get you done. I have put a video of accounts roadmap. You go and see once, kid party. Tell me when, when, what, what will you do? Come on, kid, who thinks you should enroll in sample paper, you will get help. You will get the link of sample paper in the description. Now we are going to talk about chapter number 3, staff recruitment. We have come on staff recruitment and let's start quickly. Let's end it. It's a very small chapter. And recruitment is such a great thing. Which every commerce kid should come to with all his heart. Why? Because tomorrow people have to go and keep their jobs here. So how to keep them on job? We will talk about it in detail. Let's see what recruitment is. Brother, recruitment is the same topic in commerce too. In staffing. But here also it's the same thing. Recruitment is the process of searching. For prospective employees and stimulating them to apply for jobs in the organization. What does this mean? This means that you have found a lot of employees and told them, we have got a job there, come and apply for it. Stimulating people to apply for a particular job in an organization. This is called recruitment. Okay, brother. Did you understand? Let's see the characteristics of recruitment. There are 8 characteristics. You have to study 5. You have to see 3. Sir, we would have seen him too. But he never saw me. No problem. You can see this. Let's see the first point. What is recruitment? It is a process or a series of activities rather than a single act or event. These are series of activities. I mean, you have to apply again and again to your job. It is not an event. It is a process. It is a process. recruitment is a linking activity as it brings together those with jobs and those who are seeking jobs, meaning, how does a linking pin work? Some people don't have jobs, get them to apply, some people have jobs, they don't agree with them, so get them to apply, so both categories of people who have jobs from before and those who don't have jobs from before, get them to apply from both, recruitment is a, positive function as it seeks to develop a pool of eligible persons from which most suitable ones can be selected. This is a positive step. Selection is negative. But recruitment is positive because you are making more and more people apply. Actually, you are making a pool of candidates. Isn't it? The basic purpose of recruitment is to locate the resource of people required to meet job requirements and to attract such to offer themselves for employment in the organization this meaning of recruitment has been told again means to get more people to apply will be called recruitment Recruitment is an important function as it makes it possible to acquire the number and type of persons necessary for the continuous functioning of the organization, environment of the particular organization. You can ignore this line. So recruitment is an important function because it tells us how many people are needed and how to get people to apply in our company. Okay. Are you understanding the rest of the party? Let's move ahead. Recruitment is a pervasive function. But where is the function What the it is required at all levels of managerial functions. Managerial, all managerial levels will require recruitment. It is not like that at one place it requires recruitment, at another place it does not. Because at every level we need good people. But the volume and nature of recruitment varies with the size, nature and environment of the particular organization. How many people are needed? It keeps varying. That is why recruitment, what we are saying is a pervasive function because all levels of management require it. Recruitment is a... two-way process it takes it takes a recruiter and a recruitee just as a recruiter has choice whom to recruit or not similarly the prospective employee can choose for which organization to apply for a job now here two parties are involved one is the employer and one is the employee now employer can give job to whoever he wants employee can work in whichever organization he wants work in that organization. Recruitment is a complex job. Why complex job? Because too many functions affect it. For example, image of the organization, nature of the jobs offered, organizational policies, working condition, etc. So if you have written just this much that recruitment is a complex process because there are many places, it seems, along with that it affects many things. If you have written this much, it will work. I have told you 8 points, Bacha Paati. If you have prepared 5 then it will be done. Rest 3 you can see and go. Okay. Clear. Come on son. Let's move forward. Mahira is showing. Call on the number you have written. Now we come to sources of recruitment. There are 2 sources. One internal source. One external source. Now let's come to the internal source. What is it? Internal source means. You have kept it for a different role. So, there are two things in internal. One is promotion. One is transfer. Same we have also read in commerce. What does promotion mean? Some person who was working at a lower level. He had potential. You promoted him. After promoting, his job title will also improve. Along with that, his remuneration will also improve. So, what is to be written? Promotion means shifting an employee. From lower job to a higher job involving increase in pay, status and responsibilities. This is what I told you. For example, a factory worker may be promoted to the post of factory supervisor. Vacancies at higher levels may be filled by promoting employees working at low level. If it seems like a child is working at a lower level, employee is working and has good potential. Okay, right? Okay, right? So, he was promoted. After promoting, his... Job title will also improve, status will also improve, salary will also improve Second is transfer Now what is transfer? At the same level, shift a person from one department to another department This keeps his role the same Along with that, his salary also does not improve Transfer means shifting an employee from one job to another Similar job without increasing pay There is a difference between both Here salary will increase, here salary will not increase Status is same, responsibility is same. Job vacancies in one factory branch may be filled through transfer of surplus staffing and another factory or branch. Now, in Lucknow, we are going to open a new center in Rajajipuram area. So, I had surplus people working in Hazarganj. So, what did we do? We shifted an employee of Hazarganj to Rajajipuram's offline center. This became transfer. Did you understand? And there was a lower level employee. Let's say. He used to organize our work. Or as you can say, he was a center operator. He put him on the manager's post. He was promoted. Is it clear or not? Yuvraj, please call the number given to you. If there is any problem, there is a number on the screen. You can call. Okay, Tech Gaming N. Let's move ahead. Now let's come to the internal ex-employees. Ex. Sir, I go crazy when I hear the name of your ex. Even today, I find her very beautiful. She was beautiful, that's why she left you. Your attitude was bad. So here, we are talking about an ex-employee. What does an ex-employee mean, kid? Let's see. In some cases, people who were earlier in the company's employment may be re-employed. These are called ex-employees. They may come back on their own. Alternatively, the company may contact them and offer jobs. It means those employees who left the organization. Now, call them back. Either they will come themselves or you can contact them and call them. This is called ex-employees. Next, recommendations by employees. Now what does recommendation mean? Recommendation means that you have someone who knows you who works in another organization. You have recommended him and he can come to you and join the job. Applicants introduced by present employees or their friends, relatives may prove to be a good source of recruitment. Such applicants are likely to be good employees because their background is partly known. But according to me, this should be the source of external. Okay? Anyway, still our C.B. Gupta had given his hand here, that's why I taught him this. Okay, let's move on. Okay, now what are the merits of internal sources? What are the benefits of internal sources, Babuji? Come, let's see. First, filling vacancies for higher jobs by promoting employees from within the organization helps to motivate and improve the morale. What are the benefits? The biggest benefit is motivation and employees' morale boosts. Because they have this hope that we will get promotion, our salary will increase, they will feel good. So to boost employee morale and motivation, this is a merit. Internal recruitment helps to minimize labor turnover. People do not leave your organization. Absentism chances reduce because they get chances that it is possible that my organization will be promoted. Clear? It is a cheaper source of recruitment. Cheaper source of recruitment means that you don't need to spend money in hiring or interview process. Full information about the candidate is already available. Time and money need not be spent on the advertising of vacancy, test, interview, reference check. You don't need to do all this. Next, candidate working in the organization do not require induction or training. They are already familiar with the organization. Those who are coming from internal sources, they already know about the organization. No induction, no training is needed. Come on brother, start working. You are understanding the thing? Come on brother, let's move on. Now let's come to demerits. Now loss, where there are benefits, there will be loss too, right? Come on, let's see. There may be inbreeding as fresh talent from outside is not obtained. Sometimes it happens that we should get fresh talent, talented young children in our organization. they stop getting it unsuitable candidates may be promoted to positions of higher responsibility because the choice is limited it is possible that we have less choice so we promote unsuitable candidates and here there are chances of corruption the employees may become lethargic if they are short time bound promotion like in government, your promotion will be done in this much time and no work is done there so similarly, means no work is done generally Similarly, if you get a time bound promotion, people will get lethargic and they will know that they will get a promotion in a certain amount of time. So talent cannot work here. Internal recruitment cannot be a complete method itself. The enterprise has to resort to external recruitment at some stage. Internal recruitment cannot fill all the positions. Sometimes you have to recruit externally. So why not do it from the beginning? So these are some disadvantages. Rohan Sharma is saying, Sir, didn't you do chapter 2? Rohan Sharma, whatever you are taking on Sunday, give it to me too. Which one are you doing? You took the class at 11 in the morning, then you were sleeping. I don't know where you were sleeping. No problem, Rohan, wake up. Chapter 2 is over. Wake up, Jignesh. Let's move ahead Let's come to external sources Now in external sources First is advertisement Where will the advertisement come from? From the newspaper, magazine, journal, TV, other media You must have seen many times that the ad comes in the newspaper, office boy is needed Sales girl is needed, accountant is needed, such kind of ads come in the times and classes fields Are you understanding or not? So you gave the advertisement From there you told people to apply in our organization Campus Recruitment, if you have got admission in good college like SRCC, Hindu Hansraj, Xavier's College, IIM, Christ, Symbiosis, Narsimunji, if you have got admission in such colleges, then you will also have Campus Recruitment. Campus Recruitment means, company will come, take your interview, test and will take you from there. This is called Campus Recruitment. Job in business have become highly technical and required well educated person. Business houses are therefore increasingly approaching educational institutions for recruiting managerial and technical staff. For example, students passing out from IIMs and IITs are recruited every year in the campus itself. Such recruitment is called campus recruitment. Are you understanding the matter, kids? Let's move ahead. Employment exchange. Now, what does employment exchange mean? It is a government organization. You can give your bio data, your CV, you can tell that we are unemployed. If you get a job, you should be informed. That is known as employment exchange. Government of India has set up employment exchange throughout the country to tackle the unemployment problem. They register the names, address and other particulars of job seekers. When employees notify job vacancies to these exchanges, they refer the names of suitable candidates. Employment exchange is open, people go there and ask for a job And the one who has to give the job can also hire people through employment exchange These are government organisations Now comes placement agencies In today's date, many placement agencies have opened, private Like this is government and this is private, this is the only difference between these two Several recruitment agencies like ABC consultants AF Ferguson Association, SB Billion Company, many of them Provide recruitment and selection services The employers can hire such an agency to do the complete job of recruitment. So you will contact these agencies. Agency will do all the work. Agency will take all the tests, interview and will hire you as a candidate. This is called placement agency. Now let's come to casual callers. If you did not study well in the future, if you did not take good college admission, if you did not take good professional course, then you will also become casual callers. What does casual callers mean? Organization organization will go and will come with their CV Please tell me if I have a job Please tell me if I have a job No one tells such people Let's go ahead Many well-reputed business organizations draw a steady stream of unsolicited applicants in their offices Such job seekers can be a valuable source of manpower A waiting list of such visitors may be prepared And they may be screened to fill the vacancies if they arise Is everyone understanding the point? Yes, K-Gen will be done. Did you understand the point? Gate hiring or direct recruitment. This is how it is to hire labor. This is how it is to hire labor. That means outside the factory gate, many laborers stand. You hired the laborers you needed and refused the rest. Under this source of recruitment, a notice is placed on the notice board of the enterprise specifying the details of the jobs available. Okay? Let's talk further. Then labor contractors Labor contractors You know that In making a house One person Who is called Thekedar in Hindi We have a lot of Labors after that So that is Labor contractor Now labor contractors Maintain close contracts With the laborers And they can provide The required number Of workers At short notice In some cases Employees themselves Serve as contractors For the supply of Workers So these were Our external sources Now let's see The benefits And the losses Of these too be up Let's see what are the benefits first Fresh talent will be available External sources provide a wide choice of the required number of employees So you have more candidates You can select more suitable candidates than more candidates External recruitment provides people with new ideas and special skills So new ideas, new talent is available External recruitment challenges internal candidates as they have to compete for promotion If you recruit externally So the internal candidates will also perform well Else their promotion can happen in future All vacancies cannot be filled internally Vacancies created by promotion, retirement, resignation and death Of some employees have to be filled from outside A new enterprise has to recruit all employees from outside New organization has to do all recruitment from outside And you can't recruit all seats internally So you have to do external recruitment, now let's see the loss External recruitment is very time consuming. It is very time consuming. It is expensive. Money is spent in this. Hire agency, take test, interview. It is a very tedious task. Existing employees may recent filling of higher level vacancies from outside. Recruitment from outside may create frustration among existing employees. Because internal people think our promotion is not happening. When good vacancies come, If you bring employees from outside, then your labor turnover increases. Candidates from outside do not know the enterprise and its staff. Their orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary. This too became a negativity. There is no guarantee that the enterprise will get the required number and quality of employees There is no guarantee that the employee you have recruited will work for you for a long time Or there is no guarantee that the employee you have recruited is a good employee or not So this is some negativity Now you have to read the differences between internal sources and external sources I hope you will complete that, I have put it in notes here You must download the notes, I am uploading these notes in the free study material section Chapter number 1, chapter number 2, I have uploaded. Chapter number 3, I am presenting to you. Okay, brother. I have done it. Sample papers are already there. Yes, Sanjit, if you mark it, it will be better. I will do case studies also. Why do you take tension? E-recruitment means recruiting employees through electronic means. It is the process of creating a database of candidates. And encouraging them to offer for selection. It is also known as online recruitment. In today's date, online recruitment is the most common. Through Naukri.com, Indeed.com, LinkedIn, you start hiring people. Now, what are the benefits of this? First, the cost of recruitment per candidate is low. What is this? Inexpensive method. Less time consuming. Means, less time consuming. people with desired qualities can be recruited desired candidate can be called for the recruitment process the process of recruitment becomes more efficient efficient because money is less spent so these are the benefits of e-recruitment now there will be limitations everything has its pros and cons the employer and the job seekers must have the access to the internet in today's date internet facilities are everywhere Both of them will have access, only then they can get it. Both should know how to use the electronic means. It seems like we are talking about the 90s here. Both of them should know how to use the internet, should know how to use the computer. Okay? Money has to be invested in creating website and job portals. If you make a website, job portals, or contact someone, then it costs money. There is lack of human touch in e-recruitment. Human element gets a little missing, so empathetic things cannot happen under e-recruitment process. Let's see the meaning of internet. What are we teaching you today? Many big organizations use internet as a source of recruitment. They advertise job vacancies on the website. After reading the company's website, job seekers send their applications and bio data through email using the internet. Now what do we do? Let's say you want a job in Tata Motors. Open the website of Tata Motors. There is an option called career, you can submit your CV there You will be called according to the vacancies there This is known as Internet Recruitment Now what are the benefits of this? Using the internet for recruitment can lead to huge budget saving Saving happens Large collection of resumers and applications are filtered out using keywords You can find better recruitment or suitable candidates Facilitates the recruitment of right type of people Improved efficiency because money is spent less Online recruitment helps the organization to weed out the unqualified candidates You can filter out the unqualified candidates Do you understand? Directing has been uploaded Now comes the disadvantage of this Screening and checking the authenticity of millions of resumes is a problem Many people are applying It takes a lot of time to check them Older generation sometimes gets filter out as they might Use a different keyword Means those who are old and don't know internet that much Their CV gets filter out because they don't know how to put keywords There is low internet penetration and access and lack of awareness Where there is no internet penetration Method is not considered correct. Organization cannot be dependent solely and totally on online recruitment. You cannot be dependent on it completely. It is not as safe as compared to the intranet. Did you understand? It is not considered as safe. Now let's come to intranet. Intranet means e-recruitment can be undertaken either through its own website or through specialized job portals. Now understand. Own website. Khudki website banao Ya job portals Job portals bolay to naukri.com Thik hai na Resume scanners can be put in place to weed out the unsuitable unwanted candidates The specialized job portals operate on 24x7 basis. Whenever job vacancies occur, the employer can tap this large database. Okay? Now, what are the benefits of this? As it is privately owned by an organization. If we talk about intranet, then who are we talking about? About Naukri.com. About LinkedIn. Okay? This is another organization. We have tied up with them that we want people. Just like placement agencies are not offline, these placement agencies are online. This is called intranet. Okay, right? It has firewall surrounding the system to avoid unauthorized user from assigning the network. Means chances of fraud are less. And intranet with the simple use interface and rich search tool will enable employees to stay in the loop and find informative information they need. It can automatically score and short list appropriate applicants. It also, it allows the creation of features of rich job applicants forms, which dynamic pull out. Now see, here are a lot of benefits. You can put different forms. You can list a lot of jobs together. And you have put this burden on a third organization. Which manages that, but you take advantage. In return, some money, commission, rate, it will decide that from you. Is everyone understanding? Now what is the disadvantage of this? Data circulates within the organization leading to limited options The intranet is quite fragile and the risk of security and privacy information intranet is higher Now look, wherever you give your data, there are chances of data leak, chances of privacy hamper, this is all disadvantage Online recruitment methods are not to be fully absolutely dependable methods You can't be 100% dependent on them Remote workers such as retail workers, nurses, warehouses, staff and truck divers may not have the ability to access intranets. The lower level jobs or the technical jobs like driver, they don't have access to internet so there is no suitable way for them. In India, the employers and the employees still prefer a face to face interaction. In today's date, in our country, it is tried that every employee... Every employee should know each other face to face before recruitment is done. Did you understand everything? Okay, I will see the directing notes. Did all the students understand chapter number 3? We will try to take the next class around 7 o'clock. Okay? Did all the students understand? Joe, I will upload it. Thank you. You can watch the match and study. Chapter 3 is done from my end. This is me Shubham Jagdish signing off from today's class. Jai Hind Jai Bharat. Sample paper is out. Link is in description. You can enroll for BST Accountancy and Commerce. Bye Bye. Lots of Love.

Scooby-Doo-Bidoo, where are you? Scooby-Doo-Bidoo, I'm here. Sir, sir, India-Pakistan match is coming, sir. You are teaching us even at this time, how dare you, sir?

Yes, brother, I'm doing wrong, I'm doing sin. I'm the one who is responsible for that sin. But I just want to tell you this.

I just want to say that the match can be seen as a highlight, the class can be seen as a highlight. Opportunity cost is what matters in your life. Sir, tell me, no child has even come to see the live class. Sir, you are teaching, is there any useless way?

At this time, everyone should see, right? Brother, all things on one side, love and affection on one side. I have taken responsibility on my shoulders. My opportunity cost match on one side.

I will not see what will happen in the match. Later the result will be known. But at this time if you have made a promise to teach the children.

It is wrong to break the promise. So brother I have made promises since childhood. And boys make promises. Till the last breath. Whether they get it or not.

What happened? Whether they leave it. No problem. But we have made promises till the last breath.

I am still standing there. So that will work. So boys are like that only. In life, what is the most happiness you get?

In life, the most happiness you get is watching a cricket match. But, culture, responsibility, is a bigger opportunity cost of a match. A thousand matches are a sacrifice for you, my children. Absolutely Harsh Agarwal, I will get you done. I have put a video of accounts roadmap.

You go and see once, kid party. Tell me when, when, what, what will you do? Come on, kid, who thinks you should enroll in sample paper, you will get help.

You will get the link of sample paper in the description. Now we are going to talk about chapter number 3, staff recruitment. We have come on staff recruitment and let's start quickly. Let's end it.

It's a very small chapter. And recruitment is such a great thing. Which every commerce kid should come to with all his heart. Why?

Because tomorrow people have to go and keep their jobs here. So how to keep them on job? We will talk about it in detail.

Let's see what recruitment is. Brother, recruitment is the same topic in commerce too. In staffing.

But here also it's the same thing. Recruitment is the process of searching. For prospective employees and stimulating them to apply for jobs in the organization. What does this mean? This means that you have found a lot of employees and told them, we have got a job there, come and apply for it.

Stimulating people to apply for a particular job in an organization. This is called recruitment. Okay, brother.

Did you understand? Let's see the characteristics of recruitment. There are 8 characteristics.

You have to study 5. You have to see 3. Sir, we would have seen him too. But he never saw me. No problem. You can see this. Let's see the first point.

What is recruitment? It is a process or a series of activities rather than a single act or event. These are series of activities.

I mean, you have to apply again and again to your job. It is not an event. It is a process.

It is a process. recruitment is a linking activity as it brings together those with jobs and those who are seeking jobs, meaning, how does a linking pin work? Some people don't have jobs, get them to apply, some people have jobs, they don't agree with them, so get them to apply, so both categories of people who have jobs from before and those who don't have jobs from before, get them to apply from both, recruitment is a, positive function as it seeks to develop a pool of eligible persons from which most suitable ones can be selected. This is a positive step. Selection is negative.

But recruitment is positive because you are making more and more people apply. Actually, you are making a pool of candidates. Isn't it?

The basic purpose of recruitment is to locate the resource of people required to meet job requirements and to attract such to offer themselves for employment in the organization this meaning of recruitment has been told again means to get more people to apply will be called recruitment Recruitment is an important function as it makes it possible to acquire the number and type of persons necessary for the continuous functioning of the organization, environment of the particular organization. You can ignore this line. So recruitment is an important function because it tells us how many people are needed and how to get people to apply in our company. Okay.

Are you understanding the rest of the party? Let's move ahead. Recruitment is a pervasive function.

But where is the function What the it is required at all levels of managerial functions. Managerial, all managerial levels will require recruitment. It is not like that at one place it requires recruitment, at another place it does not. Because at every level we need good people.

But the volume and nature of recruitment varies with the size, nature and environment of the particular organization. How many people are needed? It keeps varying. That is why recruitment, what we are saying is a pervasive function because all levels of management require it. Recruitment is a...

two-way process it takes it takes a recruiter and a recruitee just as a recruiter has choice whom to recruit or not similarly the prospective employee can choose for which organization to apply for a job now here two parties are involved one is the employer and one is the employee now employer can give job to whoever he wants employee can work in whichever organization he wants work in that organization. Recruitment is a complex job. Why complex job?

Because too many functions affect it. For example, image of the organization, nature of the jobs offered, organizational policies, working condition, etc. So if you have written just this much that recruitment is a complex process because there are many places, it seems, along with that it affects many things.

If you have written this much, it will work. I have told you 8 points, Bacha Paati. If you have prepared 5 then it will be done.

Rest 3 you can see and go. Okay. Clear.

Come on son. Let's move forward. Mahira is showing.

Call on the number you have written. Now we come to sources of recruitment. There are 2 sources.

One internal source. One external source. Now let's come to the internal source. What is it?

Internal source means. You have kept it for a different role. So, there are two things in internal. One is promotion.

One is transfer. Same we have also read in commerce. What does promotion mean? Some person who was working at a lower level. He had potential.

You promoted him. After promoting, his job title will also improve. Along with that, his remuneration will also improve.

So, what is to be written? Promotion means shifting an employee. From lower job to a higher job involving increase in pay, status and responsibilities.

This is what I told you. For example, a factory worker may be promoted to the post of factory supervisor. Vacancies at higher levels may be filled by promoting employees working at low level. If it seems like a child is working at a lower level, employee is working and has good potential. Okay, right?

Okay, right? So, he was promoted. After promoting, his...

Job title will also improve, status will also improve, salary will also improve Second is transfer Now what is transfer? At the same level, shift a person from one department to another department This keeps his role the same Along with that, his salary also does not improve Transfer means shifting an employee from one job to another Similar job without increasing pay There is a difference between both Here salary will increase, here salary will not increase Status is same, responsibility is same. Job vacancies in one factory branch may be filled through transfer of surplus staffing and another factory or branch.

Now, in Lucknow, we are going to open a new center in Rajajipuram area. So, I had surplus people working in Hazarganj. So, what did we do?

We shifted an employee of Hazarganj to Rajajipuram's offline center. This became transfer. Did you understand?

And there was a lower level employee. Let's say. He used to organize our work. Or as you can say, he was a center operator.

He put him on the manager's post. He was promoted. Is it clear or not?

Yuvraj, please call the number given to you. If there is any problem, there is a number on the screen. You can call. Okay, Tech Gaming N. Let's move ahead.

Now let's come to the internal ex-employees. Ex. Sir, I go crazy when I hear the name of your ex.

Even today, I find her very beautiful. She was beautiful, that's why she left you. Your attitude was bad.

So here, we are talking about an ex-employee. What does an ex-employee mean, kid? Let's see.

In some cases, people who were earlier in the company's employment may be re-employed. These are called ex-employees. They may come back on their own. Alternatively, the company may contact them and offer jobs.

It means those employees who left the organization. Now, call them back. Either they will come themselves or you can contact them and call them. This is called ex-employees. Next, recommendations by employees.

Now what does recommendation mean? Recommendation means that you have someone who knows you who works in another organization. You have recommended him and he can come to you and join the job.

Applicants introduced by present employees or their friends, relatives may prove to be a good source of recruitment. Such applicants are likely to be good employees because their background is partly known. But according to me, this should be the source of external. Okay?

Anyway, still our C.B. Gupta had given his hand here, that's why I taught him this. Okay, let's move on. Okay, now what are the merits of internal sources? What are the benefits of internal sources, Babuji?

Come, let's see. First, filling vacancies for higher jobs by promoting employees from within the organization helps to motivate and improve the morale. What are the benefits? The biggest benefit is motivation and employees' morale boosts.

Because they have this hope that we will get promotion, our salary will increase, they will feel good. So to boost employee morale and motivation, this is a merit. Internal recruitment helps to minimize labor turnover. People do not leave your organization.

Absentism chances reduce because they get chances that it is possible that my organization will be promoted. Clear? It is a cheaper source of recruitment.

Cheaper source of recruitment means that you don't need to spend money in hiring or interview process. Full information about the candidate is already available. Time and money need not be spent on the advertising of vacancy, test, interview, reference check.

You don't need to do all this. Next, candidate working in the organization do not require induction or training. They are already familiar with the organization. Those who are coming from internal sources, they already know about the organization. No induction, no training is needed.

Come on brother, start working. You are understanding the thing? Come on brother, let's move on. Now let's come to demerits. Now loss, where there are benefits, there will be loss too, right?

Come on, let's see. There may be inbreeding as fresh talent from outside is not obtained. Sometimes it happens that we should get fresh talent, talented young children in our organization.

they stop getting it unsuitable candidates may be promoted to positions of higher responsibility because the choice is limited it is possible that we have less choice so we promote unsuitable candidates and here there are chances of corruption the employees may become lethargic if they are short time bound promotion like in government, your promotion will be done in this much time and no work is done there so similarly, means no work is done generally Similarly, if you get a time bound promotion, people will get lethargic and they will know that they will get a promotion in a certain amount of time. So talent cannot work here. Internal recruitment cannot be a complete method itself. The enterprise has to resort to external recruitment at some stage. Internal recruitment cannot fill all the positions.

Sometimes you have to recruit externally. So why not do it from the beginning? So these are some disadvantages. Rohan Sharma is saying, Sir, didn't you do chapter 2? Rohan Sharma, whatever you are taking on Sunday, give it to me too.

Which one are you doing? You took the class at 11 in the morning, then you were sleeping. I don't know where you were sleeping. No problem, Rohan, wake up. Chapter 2 is over.

Wake up, Jignesh. Let's move ahead Let's come to external sources Now in external sources First is advertisement Where will the advertisement come from? From the newspaper, magazine, journal, TV, other media You must have seen many times that the ad comes in the newspaper, office boy is needed Sales girl is needed, accountant is needed, such kind of ads come in the times and classes fields Are you understanding or not? So you gave the advertisement From there you told people to apply in our organization Campus Recruitment, if you have got admission in good college like SRCC, Hindu Hansraj, Xavier's College, IIM, Christ, Symbiosis, Narsimunji, if you have got admission in such colleges, then you will also have Campus Recruitment.

Campus Recruitment means, company will come, take your interview, test and will take you from there. This is called Campus Recruitment. Job in business have become highly technical and required well educated person.

Business houses are therefore increasingly approaching educational institutions for recruiting managerial and technical staff. For example, students passing out from IIMs and IITs are recruited every year in the campus itself. Such recruitment is called campus recruitment.

Are you understanding the matter, kids? Let's move ahead. Employment exchange.

Now, what does employment exchange mean? It is a government organization. You can give your bio data, your CV, you can tell that we are unemployed.

If you get a job, you should be informed. That is known as employment exchange. Government of India has set up employment exchange throughout the country to tackle the unemployment problem.

They register the names, address and other particulars of job seekers. When employees notify job vacancies to these exchanges, they refer the names of suitable candidates. Employment exchange is open, people go there and ask for a job And the one who has to give the job can also hire people through employment exchange These are government organisations Now comes placement agencies In today's date, many placement agencies have opened, private Like this is government and this is private, this is the only difference between these two Several recruitment agencies like ABC consultants AF Ferguson Association, SB Billion Company, many of them Provide recruitment and selection services The employers can hire such an agency to do the complete job of recruitment. So you will contact these agencies.

Agency will do all the work. Agency will take all the tests, interview and will hire you as a candidate. This is called placement agency.

Now let's come to casual callers. If you did not study well in the future, if you did not take good college admission, if you did not take good professional course, then you will also become casual callers. What does casual callers mean?

Organization organization will go and will come with their CV Please tell me if I have a job Please tell me if I have a job No one tells such people Let's go ahead Many well-reputed business organizations draw a steady stream of unsolicited applicants in their offices Such job seekers can be a valuable source of manpower A waiting list of such visitors may be prepared And they may be screened to fill the vacancies if they arise Is everyone understanding the point? Yes, K-Gen will be done. Did you understand the point? Gate hiring or direct recruitment. This is how it is to hire labor.

This is how it is to hire labor. That means outside the factory gate, many laborers stand. You hired the laborers you needed and refused the rest. Under this source of recruitment, a notice is placed on the notice board of the enterprise specifying the details of the jobs available. Okay?

Let's talk further. Then labor contractors Labor contractors You know that In making a house One person Who is called Thekedar in Hindi We have a lot of Labors after that So that is Labor contractor Now labor contractors Maintain close contracts With the laborers And they can provide The required number Of workers At short notice In some cases Employees themselves Serve as contractors For the supply of Workers So these were Our external sources Now let's see The benefits And the losses Of these too be up Let's see what are the benefits first Fresh talent will be available External sources provide a wide choice of the required number of employees So you have more candidates You can select more suitable candidates than more candidates External recruitment provides people with new ideas and special skills So new ideas, new talent is available External recruitment challenges internal candidates as they have to compete for promotion If you recruit externally So the internal candidates will also perform well Else their promotion can happen in future All vacancies cannot be filled internally Vacancies created by promotion, retirement, resignation and death Of some employees have to be filled from outside A new enterprise has to recruit all employees from outside New organization has to do all recruitment from outside And you can't recruit all seats internally So you have to do external recruitment, now let's see the loss External recruitment is very time consuming. It is very time consuming. It is expensive. Money is spent in this.

Hire agency, take test, interview. It is a very tedious task. Existing employees may recent filling of higher level vacancies from outside. Recruitment from outside may create frustration among existing employees.

Because internal people think our promotion is not happening. When good vacancies come, If you bring employees from outside, then your labor turnover increases. Candidates from outside do not know the enterprise and its staff. Their orientation is necessary. Orientation is necessary.

Orientation is necessary. Orientation is necessary. Orientation is necessary.

Orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary. Orientation is necessary.

This too became a negativity. There is no guarantee that the enterprise will get the required number and quality of employees There is no guarantee that the employee you have recruited will work for you for a long time Or there is no guarantee that the employee you have recruited is a good employee or not So this is some negativity Now you have to read the differences between internal sources and external sources I hope you will complete that, I have put it in notes here You must download the notes, I am uploading these notes in the free study material section Chapter number 1, chapter number 2, I have uploaded. Chapter number 3, I am presenting to you. Okay, brother.

I have done it. Sample papers are already there. Yes, Sanjit, if you mark it, it will be better.

I will do case studies also. Why do you take tension? E-recruitment means recruiting employees through electronic means.

It is the process of creating a database of candidates. And encouraging them to offer for selection. It is also known as online recruitment. In today's date, online recruitment is the most common. Through Naukri.com, Indeed.com, LinkedIn, you start hiring people.

Now, what are the benefits of this? First, the cost of recruitment per candidate is low. What is this?

Inexpensive method. Less time consuming. Means, less time consuming.

people with desired qualities can be recruited desired candidate can be called for the recruitment process the process of recruitment becomes more efficient efficient because money is less spent so these are the benefits of e-recruitment now there will be limitations everything has its pros and cons the employer and the job seekers must have the access to the internet in today's date internet facilities are everywhere Both of them will have access, only then they can get it. Both should know how to use the electronic means. It seems like we are talking about the 90s here. Both of them should know how to use the internet, should know how to use the computer.

Okay? Money has to be invested in creating website and job portals. If you make a website, job portals, or contact someone, then it costs money.

There is lack of human touch in e-recruitment. Human element gets a little missing, so empathetic things cannot happen under e-recruitment process. Let's see the meaning of internet. What are we teaching you today? Many big organizations use internet as a source of recruitment.

They advertise job vacancies on the website. After reading the company's website, job seekers send their applications and bio data through email using the internet. Now what do we do? Let's say you want a job in Tata Motors.

Open the website of Tata Motors. There is an option called career, you can submit your CV there You will be called according to the vacancies there This is known as Internet Recruitment Now what are the benefits of this? Using the internet for recruitment can lead to huge budget saving Saving happens Large collection of resumers and applications are filtered out using keywords You can find better recruitment or suitable candidates Facilitates the recruitment of right type of people Improved efficiency because money is spent less Online recruitment helps the organization to weed out the unqualified candidates You can filter out the unqualified candidates Do you understand? Directing has been uploaded Now comes the disadvantage of this Screening and checking the authenticity of millions of resumes is a problem Many people are applying It takes a lot of time to check them Older generation sometimes gets filter out as they might Use a different keyword Means those who are old and don't know internet that much Their CV gets filter out because they don't know how to put keywords There is low internet penetration and access and lack of awareness Where there is no internet penetration Method is not considered correct.

Organization cannot be dependent solely and totally on online recruitment. You cannot be dependent on it completely. It is not as safe as compared to the intranet. Did you understand?

It is not considered as safe. Now let's come to intranet. Intranet means e-recruitment can be undertaken either through its own website or through specialized job portals. Now understand. Own website.

Khudki website banao Ya job portals Job portals bolay to naukri.com Thik hai na Resume scanners can be put in place to weed out the unsuitable unwanted candidates The specialized job portals operate on 24x7 basis. Whenever job vacancies occur, the employer can tap this large database. Okay? Now, what are the benefits of this?

As it is privately owned by an organization. If we talk about intranet, then who are we talking about? About Naukri.com.

About LinkedIn. Okay? This is another organization. We have tied up with them that we want people. Just like placement agencies are not offline, these placement agencies are online.

This is called intranet. Okay, right? It has firewall surrounding the system to avoid unauthorized user from assigning the network. Means chances of fraud are less. And intranet with the simple use interface and rich search tool will enable employees to stay in the loop and find informative information they need.

It can automatically score and short list appropriate applicants. It also, it allows the creation of features of rich job applicants forms, which dynamic pull out. Now see, here are a lot of benefits. You can put different forms.

You can list a lot of jobs together. And you have put this burden on a third organization. Which manages that, but you take advantage.

In return, some money, commission, rate, it will decide that from you. Is everyone understanding? Now what is the disadvantage of this?

Data circulates within the organization leading to limited options The intranet is quite fragile and the risk of security and privacy information intranet is higher Now look, wherever you give your data, there are chances of data leak, chances of privacy hamper, this is all disadvantage Online recruitment methods are not to be fully absolutely dependable methods You can't be 100% dependent on them Remote workers such as retail workers, nurses, warehouses, staff and truck divers may not have the ability to access intranets. The lower level jobs or the technical jobs like driver, they don't have access to internet so there is no suitable way for them. In India, the employers and the employees still prefer a face to face interaction. In today's date, in our country, it is tried that every employee...

Every employee should know each other face to face before recruitment is done. Did you understand everything? Okay, I will see the directing notes. Did all the students understand chapter number 3?

We will try to take the next class around 7 o'clock. Okay? Did all the students understand?

Joe, I will upload it. Thank you. You can watch the match and study.

Chapter 3 is done from my end. This is me Shubham Jagdish signing off from today's class. Jai Hind Jai Bharat.

Sample paper is out. Link is in description. You can enroll for BST Accountancy and Commerce.

Bye Bye. Lots of Love.

Transcript for:Staff Recruitment Overview

Transcript for:
Staff Recruitment Overview