Page 83 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes 5.9 Effective Recruiting

In any business, its success depends on possessing the right people team to observethat everything
gets done properly. The future of any enterprise lay in the hands of its manpower. Wrong
selection of the people can consume a measurable portion of the company's profits and can even
lead to the closure of the business. So a conscious effort must be taken to ensure the recruitment
of the right candidate to the job in hand.
Recruitment must be a speedy, but cautious process. A wrong move can have disastrous impact
on the undertaking. A few measures can be taken to reduce the negative impact. They are:

5.9.1 Brand Image Creation

A company that enjoys a good brand image will never have to take immense effort to find
people. People will always be willing to work in a company that enjoys goodwill. Positive
working relationship between the employees and the management, good monetary and
non-monetary returns, greater chances for career growth through training programmes, all can
lure people to a company. Moreover, the stories by the existing employees have a bigger impact
on the brand image.
5.9.2 Stating clear Definition of Employee Requirements

Analyse the task which calls for new recruits to know the people requirement. The educational
qualification, work experience, if any, number of people required, role in the organization and
the team, job specification are all dependent on the job analysis. A wrong step can have a
negative impact on the company's image as well as its profitability.

5.9.3 Applications Receiving Sources

The employer has the option of using external or internal options to select the right candidate.
External sources are the company website, print media, placement consultants, and internet.
Large companies, enjoying brand value, can call for applicants by placing a requirement need in
its website. Another option open is the print media which however, has a limited geographical
reach. Job sites on the internet like Naukri, Monster, etc., are faster and can reach people all over
the world. Placement consultants, on the other hand, reduce the headache of going through the
invitation process to a great extent. Another way of luring candidates is by providing incentives
to the employees on successful reference. Reimbursement of traveling expenses incurred on
commuting for the selection process, if any, must be informed before hand. Many companies
like Larsen and Toubro, ICICI reimburse the high cost incurred on commuting which has a
positive effect on the prospective candidate.

Internal recruitment includes searching within the organization for prospective candidates.
Companies like Wipro call for applicants within the organization through "wings within", an
intranet site, inviting applications from existing employees who long for a change of work
within the organisation. Small companies can select appropriate candidates by keeping close
look at employees showing good prospects.
5.9.4 Screening of Applications

The next step is the screening of applications and selecting those which matches the job profile.
Software can reduce the time spent on selecting resumes of people with the key requirements. If
the prospective candidate applied through a placement consultant, one can be sure of his competency
as the candidates will have gone through a screening process before being sent by the agency.

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