Akshata Malhotra's List: Understanding Recruitment Process

• • Types of Job seekers

• Types Of Job Seekers     1. Quid Pro Que  These are the people who say that “ I can do this for you, what can you give me”  These people value high responsibilities, higher risks, and expect higher rewards, personal development and company profiles doesn’t matter to them.   2. I will be with you  These people like to be with big brands. Importance is given to brands. They are not bothered about work ethic, culture mission etc.

    
  3. I will do you what you want
   These people are concerned about how meaningful the job is and they define meaning parameters criteria known by previous job.
  
    4. Where do you want me to come
   These people observe things like where is your office, what atmosphere do you offer. Career prospects and exciting projects don’t entice them as much. It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision. A good decision will help cut down employee retention costs and future recruitment costs.      

• Recent Trends in Recruitment

• The following trends are being seen in recruitment:    OUTSOURCING  In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services.

     Advantages of outsourcing are:
  
   
   
  1. Company need not plan for human resources much in advance.
  
  
   
  2. Value creation, operational flexibility and competitive advantage
  
  
   
  3. turning the management's focus to strategic level processes of HRM
  
  
   
  4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.
  
  
   
  5. Company can save a lot of its resources and time
• POACHING/RAIDING
   “Buying talent” (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.
• • E-RECRUITMENT
     Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
    
     Advantages of recruitment are:
    
     
     
    • Low cost.
    
    
     
    • No intermediaries
    
    
     
    • Reduction in time for recruitment.
    
    
     
    • Recruitment of right type of people.
    
    
     
    • Efficiency of recruitment process.
     
     

2 more annotations...

• Changing Role of Recruitment Intermediaries
• • Boom of Intermediaries
• Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers.
  
• But at the same time, one of the major threats faced by this industry is the growing popularity of e-recruitment.

• To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they are

   commonly known) are witnessing and incorporating various changes in terms of their role, functions and the services.
• According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of application portal on their company’s official website. Apart from that, the emerging popularity of the job portals is also growing.
• • Importance of Humans in the process
• But the fact that the intermediaries or the consultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented candidates and the structured recruitment processes. The recruitment intermediaries save the organisations from the tedious of weeding out unsuitable resumes, co-coordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment.
• To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing vale added services to the organisations. They are incorporating the use of internet and job portals, making their services more efficient. 
  
   Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future.

7 more annotations...

• The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation.
• FACTORS AFFECTING RECRUITMENT
   

• Outsourcing Process
  
   
• Outsourcing Process