Sahil Kumar
Sahil Kumar
22/51090
B.Com(Hons)
Human Resource Management
RECRUITMENT
1. Poaching or Raiding
2. Website or e-Recruitment
3. Outsourcing
4. Internship
5. Walk-in/Talk-in/Write-in
Poaching/Raiding
e.g.:-
1. Several executives of HMT left to join
Titan Watches
2. Several executives pilots of Indian Airlines
left join private air taxi operators.
Pros & Cons
1. No-poach agreements
2. Incentives plans
3. Increasing the moral of employees
Website/ E- recruitment
Advantages: Disadvantages:
I. Low cost of recruitment per I. Draws more unqualified applicants
candidate. (increases screening efforts).
II. Reduction in time for recruitment. II. False responses (browsing, not buying).
III. Recruitment of right types of III. Qualified applicants without internet
people. access are excluded (possible disparate
IV. Efficiency in the process of impact).
recruitment. IV. Privacy concerns in light of EEO and
credit reporting laws.
Types of e - recruitment
1. Job Portals:- posting the position with the job description and the job specification
on the job portal and also searching for the suitable resumes posted on the site
corresponding to the opening in the organization.Job sites provide a 24 × 7 access to
the database of the resumes to the employees facilitating the just-in-time hiring by the
organizations.
2. Creating a Complete Online Recruitment/Application Section in the
Company’s Own Website :- Companies have added an application system to its
website, where the ‘passive’ job seekers can submit their resumes into the database of
the organization for consideration in future, as and when the roles become available.
3. Resume Scanners:- Resume scanner is one major benefit provided by the job
portals to the organizations. It enables the employees to screen and filter the resumes
through pre-defined criteria’s and requirements (skills, qualifications, experience,
payroll etc.) of the job.
Features of E-recruitment
a. Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.
b. E-recruitment should be incorporated into the overall recruitment strategy of the
organization.
c. A well-defined and structured applicant tracking system should be integrated and the
system should have a back-end support.
d. Along with the back-office support a comprehensive website to receive and process job
applications (through direct or online advertising) should be developed.
Outsourcing
Under this arrangement, a company may draw the required personnel from the
outsourcing firms or agencies on temporary basis rather then offering them
employment. This is also called leasing of human resources. The outsourcing firms
develop their human resource pools by employing people for them and make available
the personnel to various companies {called clients} as per their need. The outsourcing
firms get payment for their services to their clients and give salary directly to the
personnel. The personnel deputed by the outsourcing agencies with the clients are not
the employees of the clients. They continue to be on payroll of their employers, i.e., the
outsourcing agencies.
Advantages:
Under this method, the employer can insert a ‘Walk-in’ or ‘Talk-in’ advertisement in a daily
newspaper or in the cyberspace (i.e., online). Those who walk in (i.e., come personally to
the human resource department) or talk in (i.e., contact the human resource department
over phone) or write in (i.e., send application through fax or e-mail) are asked to give
necessary details to the recruiter.
However, during the ‘walk-in’ interview, the candidate may be asked to submit a formal
application for the vacant post in the firm. After the interview, the candidate} may be
informed about the selection or rejection decision of the employer.
The advantages of walk-ins for employers