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“A CASE STUDY
ON
RECRUITMENT ISSUES”
PGDM VI-9
Compensation Management
Batch: 2008-2010
A.
INTRODUCTION.....................................................................................................................3
TOP TEN IDEAS FOR RECRUITING GREAT CANDIDATES............................................4
MAJOR ISSUES IN RECRUITMENT.....................................................................................6
A CASE STUDY ON RECRUITMENT DILEMMA...............................................................8
INTRODUCTION
Recruitment refers to the process of attracting, screening, and selecting qualified people for
a job at an organization or firm. For some components of the recruitment process, mid- and
The recruitment industry has five main types of agencies: employment agencies, recruitment
websites and job search engines, "headhunters" for executive and professional recruitment,
niche agencies which specialize in a particular area of staffing and in-house recruitment. The
stages in recruitment include sourcing candidates by advertising or other methods, and
screening and selecting potential candidates using tests or interviews. Recruitment is the
process of finding candidates, reviewing applicant credentials, screening potential
employees, and selecting employees for an organization. Effective recruitment results in an
organization hiring employees who are skilled, experienced, and good fits with your
corporate culture.
Recruitment methods should ensure engaged competent, productive employees who are loyal
to your organization.
The smartest employers, who hire the best people, recruit a pre-qualified candidate pool of
potential employees before they need to fill a job.
You can develop relationships with potential candidates long before you need them. These
ideas will also help you in recruiting a large pool of candidates when you have a current
position available.
4. Use Your Web Site for Recruiting Candidates: Does your "Join Our Team"
section of your company Web site tell and even, "sell” potential employees about the
vision, mission, values and culture of your company? Do you present a message
about how people are valued? Do you express your commitment to quality and to
your customers? If not, you are missing out on one of the most important recruiting
tools you have to appeal to prospective high-potential employees. Recruit Using the
Internet: The Internet, in addition to your own organization Web site, is in its
infancy in terms of its usefulness to employers, potential employees and society, in
general. Learn how to use the Internet to find and attract great candidates.
Temp firms will recruit and screen to your specifications and guarantee your
satisfaction. They save your staff immense amounts of time as they provide testing,
drug screening, reference checking, background checks, and anything else you'd like,
for a nominal fee. By the time I meet the selected group of candidates, most of the
work, other than a personal job interview, has been completed for me.
10. Just One More Thought about Recruiting Employees – Publicity: Here's a
bonus thought about recruiting great employees: The publicity your organization
receives in the news media, in print, on television, on the radio and online is
tremendously important for recruiting. A few good words, an interesting article or a
piece about your mission that reflects your organization in a favorable light, will
result in potential employees coming to you. And that, in my way of thinking, is the
best way of all to find great potential employees for your candidate pool.
3. Retention: As the war for talent continues to intensify, retention will become an
increasingly important priority for employers. Some employers are already utilizing a
range of retention strategies, predominantly based around non-financial incentives, but
while those strategies differ from business to business, their aim is the same – to combat
the increasing skills shortage and ensure future business success.
4. Generation Y: Generation Y are the young recruits of today who are the future
of our skilled candidate base. But this generation differs from the remainder of today’s
workforce in many ways. Many of the old rules of recruiting will not work for
Generation Y and employers need to understand how to mange, motivate and retain these
candidates to compete for them in the future.
11. Off-shoring: With some major Australian companies looking to offshore large
portions of their banking operations, there will be a significant impact on the local
market with a reduction in demand for banking operational skills such as transaction
processing and call centre functions in particular. This may also impact the opportunities
for entry-level banking candidates.
12. Training & development: In the recruitment market of 2006, not only is
attracting, recruiting and retaining the best possible talent for an organisations short term
needs more important than ever, but far sighted organisations recognise they need to
recruit for the future by investing in the training and development of individuals who fit
the culture of the company and can develop the skills needed to meet the organisations
needs in the longer term.
The case is about A&G Ltd., which is a leading company in energy sector. The company
follows a vertical organization structure to deal with varied customer oriented demands. It
operates in foreign countries also in order to serve maximum number of customers. They
believe in “customer is god”, kind of philosophy and for the same they always choose best
talent and policies to retain them with the organization.
The company follows quarter system. At the end of second quarter it realized need of a
Supply Chain Manager for its Mumbai branch. They released a job description with the help
of tools of recruitment.
Finally they got an interested candidate who is meeting all the needs of job description and
job specification. That person is currently working with another competent organization in
the same sector. The company released a joining date for the candidate in order to minimize
its recruitment conversion cycle. While on the other hand, the current boss of the candidate is
not relieving him so as to join A&G Ltd. on given date.
The candidate have discussed the problem with the HR and requested him to extend the date
of joining to 15 days. In reply the HR has not given any conformed answer. On the next day
A&G Ltd. have appointed a new person on the place of that candidate without any
information to him while knowing the rule of relieving that if a company do not relieves am
employee on his request, he/she will be relieved automatically after three months(notice
period) without having any experience certificate.
In this condition becoming non-flexible in the recruitment process, the A&G Ltd may loose a
deserving candidate and the perspective growth too.
“One should realize the dilemma which goes deeper than shortage of time; it is basically a
problem of priorities. One should confess, that they have left undone those things that ought
to be done; and they have done those things which they ought not to be done.”