Description
This is a report about Current recruitment strategies being adopted by MNC’s in India.
Human Resource Management Research Paper
on Current recruitment strategies being adopted by MNC’s in India
Submitted by Name: Priyanka Ramteke Roll No.: 024 Section: AB
Introduction
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.
Abstract
Recruitment is defined as, “a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measurement for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin B. Flippo defined recruitment as “the process of searching for the prospective employees and stimulating them to apply for jobs in the organization.”
Objectives of Recruitment
1. to attract people with multi dimensional skills and experiences that suit the present and future organizational strategies; 2. to induct outsiders with a new perspective to lead the company; 3. to infuse fresh blood at all levels of the organization 4. to develop an organizational culture that attract competent people to the company 5. to search or headhunt/head poach people whose skills fit the companies values; 6. to devise methodologies for assessing physiological traits; 7. to seek out non conventional development grounds of talent; 8. to search for talent globally and not just within the company; 9. to design entry pay that competes on quality but not on quantum; 10. to anticipate and find people for position that does not exist yet.
Sources of Recruitment
The sources of recruitment are broadly divided into internal sources and external sources. Internal sources are the sources within an organization pursuit. External sources are the sources outside organization.
Internal Sources
• • • • • • • • • • • Present permanent employees Present temporary or casual or part time employees Retrenched or retired employees Dependent or deceased, disabled, retired and present employees Employee referrals Promotions Transfers Present employees Scouting Advertising Create employer brand e.g Ashok Leyland, Aditya birla group etc
Advantages of Internal Recruitment
• • • • Cheaper and costly to recruit Employees are already familiar with company Can boost employee morale Weakness and strengths of candidate is already known.
Disadvantages of Internal Recruitment
• • • • Limits the number of potential applicants. No new ideas can be introduced from outside business. May cause resentment amongst employees not appointed. Creates another vacancy which needs to be filled.
•
Departments can “raid” other departments for best employees
External Sources
• • • • • • • • Campus Recruitment Private employment Agencies/ consultants Public employment exchange Professional organization Data banks Casual Applicants Similar Organizations Trade Unions
Advantages of External Recruitment
• • • Outside people bring in new ideas Larger pool of worker from which to find the best candidate People with wider range of experience can apply.
Disadvantages of External Recruitment
• • • Longer process More expensive process due to advertisements and interviews required. Selection process may not be effective enough to reveal the best candidate.
Recruitment Strategies adopted by MNC’s in India
The hiring scenario has witnessed dramatic changes in the past decade with companies facing increasing talent crunch. This is also because new sectors such as retail have come on the horizon. While the number of people joining the workforce is a plenty, “employable” brains are in short supply. Employees are now calling the shots, with companies ready to offer benevolent “benefits” packages that promise superb “work-life balance.”
The IT-ITES sector, considered to be the most lucrative from an employee’s point of view, has bore the biggest brunt of this transition. Such is the movement that a separate IT recruitment industry has taken shape. It has become an ultra-competitive market, with soaring employee turnover and widening demand-supply gap. This has made the industry to be very aggressive and innovative Tata Motors, the automotive giant has adopted some new methods of hiring, while retaining traditional ones. It runs an employee referral program. They encourage the involvement and participation of our current work force for recruiting the right talent. It also uses an online recruitment system, internal job posting service and various employer-branding initiatives. Job fairs, online talent auctions and talent referral programs, job sites, walk-in tours of employer campuses are just some of the popular means to bring home the best talent by various MNC’s. Apart from this, unorthodox means of canvassing candidates and talent through street profiling is also gaining momentum, given the industry’s appetite for more to manage. Private sector firms are also poaching heavily into public sector companies and the armed forces. Newspaper advertisements were given preference five years back. A few years back, the platform shifted to web portals for increasing ROI. Now blogs are used for posting jobs. The rules of the hiring game differ significantly in the case of mass- and class-hiring. Mass-hiring strategies work best for junior profiles, where the skill-set required does not vary much, while class-hiring is done for mid- and senior-level profiles. For class-hiring, organizations engage executive search firms and some authenticated internal references. Also, there has been a significant shift in online recruiting, with the first wave seeing the emergence of job portals such as naukri.com. While job portals continue to play a major role in the recruitment process, the second wave (Web 2.0) has been unleashed by social networking websites such as LinkedIn, Orkut, Facebook etc. In 2004, the contribution of portals in the recruitment mix was 2% whereas now close to 12% of the hiring is being
done through job portals. As this is also a cost-effective hiring method. Some of the new websites that are reaping the benefits of networking are TooStep, Yellojobs and Reffster. Given the demand-supply gap in the market, firms devise multi-prong strategies to beat competition. This includes campus recruitments, internal job postings, employeereferrals, availing the services of placement consultants, participating in job fairs and advertising in newspapers and job portals. The trend, however, is now moving towards leveraging the benefits of online social networking. Many companies are now bringing in global talent on board, with the clear intention of meeting their client requirements in specific geographies. Also, welcoming ex-employees back into the fold in no more an exception.
Strategies used by MNC’s to compete globally are:
• Walk ins – in this strategy potential candidates are invited to attend an interview directly and without a prior application on aspecified date, time, and a specified place. • Consult in – Companies encourage the potential job seekers to approach them personally and consult regarding jobs. • Head hunting. - Companies request the professional organizations to search for the best candidates particularly for the senior executive positions. • Body Shopping- professional organizations and the hi-tech training instates develop a pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. • Business Alliances – Business alliance like acquisitions, mergers, and take overs help in getting human resources.
•
E Recruiting – Organizations advertise the job vacancies through the World Wide Web internet. The job seekers send their applications through e-mail or internet. Alternatively, job seekers place their CV’s in the world wide web/internet, which can be drawn by the prospective employers depending upon their requirements.
•
Employee referrals – employee referrals are the candidates/ applicants recommended by the current employees. Current employees recommend those candidates whose performance and behaviour are known to them as well as suitable to the job and organizational needs. This source helps the organization to get high quality applicants.
•
Internal Job posting – companies put up the details of the position to be filled on notice boards across the organizations, also the put it on the intranet and request for references.
•
Social Networking on websites such as LinkedIn - These sites, especially the business-oriented social networking sites, provide instant credibility to a professional’s profile, with the referrals and recommendations of the person, thus aiding recruiters in captivating their mindshare. Thus, today many job seekers and recruiters in India are making use of such sites to identify the right and potential candidates, including international talent, at minimal cost
•
Campus Recruitments – companies visit various engineering, management and other professional campuses for recruiting the best talent. It helps in infusing new blood into the organization.
•
Hiring team instead of an individual - MNC’s prefer to have hiring team so that right decision could be taken at right time for hiring employees. They work on different functions or stages so that there is no bias and right people could be hired.
•
Targeting public sector employees, ex-servicemen – Many MNC’s are hiring employees from public sector by offering them higher packages and incentives. This helps in getting experienced professionals in the organization.
•
Hiring housewives, senior citizens, fresh school pass-outs for part time work – this helps in reducing cost of the organizations as hiring housewives, senior citizens and school pass outs cost less to the company.
•
Partnering with educational and training institutes – MNC’s also tie up with various to B Schools and engineering colleges to get the best brains.
•
Job fairs – MNC’s organize job fares for a particular period wherein they fill various positions for that year. It also helps in saving cost on recruiting throughout the year.
•
Pre placement offers – Companies give pre placement offers to various candidates at various institutes so that they could join their organization as soon as they could finish their training or course.
CASES
Recruitment strategies adopted by various Multi National Companies are stated here.
HCL Technologies
Internal recruitment: The IT major relies heavily on this model, which also saves huge cost for the company, at the same time ensuring that the talent pool remains intact. Campus hiring: Many of the business unit heads and senior people at HCL have been picked from the campuses of some of the best engineering, management and nonmanagement colleges across the globe.
Employee referrals: HCL finds this to be a “reliable channel” to reach out to its potential employees. Social networking sites: At least 5-7% of its total recruiting is done through websites such as LinkedIn. This primarily includes much of senior-level hiring, and makes it easier for the hiring managers to target candidates with niche skills or for roles based in alien geographies.
Tata Motors
Employee referrals: The automotive giant seeks involvement of its current work force to attract key talent. Online recruitment process: Tata Motors holds selection tests to recruit its graduate and post-graduate trainees. Applicants can take the test from any location. Internal job postings: The automotive arm is also part of the Tata Group’s internal job postings Employer branding: The company sponsors scholarships at the prestigious Indian School of Business. Other sources: Jobsites, placement consultants, collaboration with industrial training institutes etc.
Tesco HSC
When Tesco, the British retail giant, set up its service support arm in Bangalore in 2004, it spent a huge chunk of its recruitment budget on hoardings. It was important for the firm to build its employer brand. This was because a majority of its prospective recruits, had either never heard of Tesco, or had no shopping experience at any of its stores across 13 countries. They Placed hoardings in the corridor where IT people travel, and with Bangalore’s slow moving traffic, they couldn’t escape seeing it. The move by Tesco HSC
is just an example of how companies are working on innovative ideas with the ultimate goal of attracting the best minds Job portals: The contribution of job portals to the company’s recruitment mix has grown from 2% in 2004 to around 12% at present. Campus recruitment: The company hires from various colleges across the country. Tier-II cities and local talent: It reaches out to candidates in some of the small cities. The screening work has been outsourced to a service provider, who does the initial testing of candidates before lining them up for interview. Hiring for retention: The firm highlights a host of “employee benefits” on its website to attract talent with the clear idea to retain them.
Suggestions
Recruitment strategies, objectives and policies should be accessed continuously against the corporate strategies, objective and policies. In, addition, recruitment sources and techniques should also be evaluated against the recruitment objectives and policies of the company. The process of such assessments is to know the degree of suitability of the sources and techniques in achieving the corporate strategies and objectives. The assessments helps in monitoring and controlling the re recruitment practices. It also helps reviewing, up-dating or modifying the manpower plans, recruitment sources and techniques selected in view of the changes in the internal and external environment.
Conclusions
Talent management systems are complex, powerful and in a rapid state of change. While talent management processes do not require technology solutions in order to be effective, today's systems can help organizations implement processes that break down traditional barriers and set the stage for strategic decision making and planning. Buyers must have patience, build a long-term road map and implement their strategy one step at a time.
Corporate have started linking their mission, Objectives, strategies, and tactics to the function of recruitment and selection. The economic liberalization and consequent competition through quality and services necessitated the companies to search for and attract competent human resources.
References
• • • Chapter – 5, Essentials of Human Resource Management and Industrial Relations by P. Subba Rao. Chapter – 4, Human Resource Management, Gary Dessler http://www.dare.co.in/strategy/human-resources-recruitment/innovative-hiringstrategies.htm
doc_807724918.pdf
This is a report about Current recruitment strategies being adopted by MNC’s in India.
Human Resource Management Research Paper
on Current recruitment strategies being adopted by MNC’s in India
Submitted by Name: Priyanka Ramteke Roll No.: 024 Section: AB
Introduction
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.
Abstract
Recruitment is defined as, “a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measurement for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” Edwin B. Flippo defined recruitment as “the process of searching for the prospective employees and stimulating them to apply for jobs in the organization.”
Objectives of Recruitment
1. to attract people with multi dimensional skills and experiences that suit the present and future organizational strategies; 2. to induct outsiders with a new perspective to lead the company; 3. to infuse fresh blood at all levels of the organization 4. to develop an organizational culture that attract competent people to the company 5. to search or headhunt/head poach people whose skills fit the companies values; 6. to devise methodologies for assessing physiological traits; 7. to seek out non conventional development grounds of talent; 8. to search for talent globally and not just within the company; 9. to design entry pay that competes on quality but not on quantum; 10. to anticipate and find people for position that does not exist yet.
Sources of Recruitment
The sources of recruitment are broadly divided into internal sources and external sources. Internal sources are the sources within an organization pursuit. External sources are the sources outside organization.
Internal Sources
• • • • • • • • • • • Present permanent employees Present temporary or casual or part time employees Retrenched or retired employees Dependent or deceased, disabled, retired and present employees Employee referrals Promotions Transfers Present employees Scouting Advertising Create employer brand e.g Ashok Leyland, Aditya birla group etc
Advantages of Internal Recruitment
• • • • Cheaper and costly to recruit Employees are already familiar with company Can boost employee morale Weakness and strengths of candidate is already known.
Disadvantages of Internal Recruitment
• • • • Limits the number of potential applicants. No new ideas can be introduced from outside business. May cause resentment amongst employees not appointed. Creates another vacancy which needs to be filled.
•
Departments can “raid” other departments for best employees
External Sources
• • • • • • • • Campus Recruitment Private employment Agencies/ consultants Public employment exchange Professional organization Data banks Casual Applicants Similar Organizations Trade Unions
Advantages of External Recruitment
• • • Outside people bring in new ideas Larger pool of worker from which to find the best candidate People with wider range of experience can apply.
Disadvantages of External Recruitment
• • • Longer process More expensive process due to advertisements and interviews required. Selection process may not be effective enough to reveal the best candidate.
Recruitment Strategies adopted by MNC’s in India
The hiring scenario has witnessed dramatic changes in the past decade with companies facing increasing talent crunch. This is also because new sectors such as retail have come on the horizon. While the number of people joining the workforce is a plenty, “employable” brains are in short supply. Employees are now calling the shots, with companies ready to offer benevolent “benefits” packages that promise superb “work-life balance.”
The IT-ITES sector, considered to be the most lucrative from an employee’s point of view, has bore the biggest brunt of this transition. Such is the movement that a separate IT recruitment industry has taken shape. It has become an ultra-competitive market, with soaring employee turnover and widening demand-supply gap. This has made the industry to be very aggressive and innovative Tata Motors, the automotive giant has adopted some new methods of hiring, while retaining traditional ones. It runs an employee referral program. They encourage the involvement and participation of our current work force for recruiting the right talent. It also uses an online recruitment system, internal job posting service and various employer-branding initiatives. Job fairs, online talent auctions and talent referral programs, job sites, walk-in tours of employer campuses are just some of the popular means to bring home the best talent by various MNC’s. Apart from this, unorthodox means of canvassing candidates and talent through street profiling is also gaining momentum, given the industry’s appetite for more to manage. Private sector firms are also poaching heavily into public sector companies and the armed forces. Newspaper advertisements were given preference five years back. A few years back, the platform shifted to web portals for increasing ROI. Now blogs are used for posting jobs. The rules of the hiring game differ significantly in the case of mass- and class-hiring. Mass-hiring strategies work best for junior profiles, where the skill-set required does not vary much, while class-hiring is done for mid- and senior-level profiles. For class-hiring, organizations engage executive search firms and some authenticated internal references. Also, there has been a significant shift in online recruiting, with the first wave seeing the emergence of job portals such as naukri.com. While job portals continue to play a major role in the recruitment process, the second wave (Web 2.0) has been unleashed by social networking websites such as LinkedIn, Orkut, Facebook etc. In 2004, the contribution of portals in the recruitment mix was 2% whereas now close to 12% of the hiring is being
done through job portals. As this is also a cost-effective hiring method. Some of the new websites that are reaping the benefits of networking are TooStep, Yellojobs and Reffster. Given the demand-supply gap in the market, firms devise multi-prong strategies to beat competition. This includes campus recruitments, internal job postings, employeereferrals, availing the services of placement consultants, participating in job fairs and advertising in newspapers and job portals. The trend, however, is now moving towards leveraging the benefits of online social networking. Many companies are now bringing in global talent on board, with the clear intention of meeting their client requirements in specific geographies. Also, welcoming ex-employees back into the fold in no more an exception.
Strategies used by MNC’s to compete globally are:
• Walk ins – in this strategy potential candidates are invited to attend an interview directly and without a prior application on aspecified date, time, and a specified place. • Consult in – Companies encourage the potential job seekers to approach them personally and consult regarding jobs. • Head hunting. - Companies request the professional organizations to search for the best candidates particularly for the senior executive positions. • Body Shopping- professional organizations and the hi-tech training instates develop a pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. • Business Alliances – Business alliance like acquisitions, mergers, and take overs help in getting human resources.
•
E Recruiting – Organizations advertise the job vacancies through the World Wide Web internet. The job seekers send their applications through e-mail or internet. Alternatively, job seekers place their CV’s in the world wide web/internet, which can be drawn by the prospective employers depending upon their requirements.
•
Employee referrals – employee referrals are the candidates/ applicants recommended by the current employees. Current employees recommend those candidates whose performance and behaviour are known to them as well as suitable to the job and organizational needs. This source helps the organization to get high quality applicants.
•
Internal Job posting – companies put up the details of the position to be filled on notice boards across the organizations, also the put it on the intranet and request for references.
•
Social Networking on websites such as LinkedIn - These sites, especially the business-oriented social networking sites, provide instant credibility to a professional’s profile, with the referrals and recommendations of the person, thus aiding recruiters in captivating their mindshare. Thus, today many job seekers and recruiters in India are making use of such sites to identify the right and potential candidates, including international talent, at minimal cost
•
Campus Recruitments – companies visit various engineering, management and other professional campuses for recruiting the best talent. It helps in infusing new blood into the organization.
•
Hiring team instead of an individual - MNC’s prefer to have hiring team so that right decision could be taken at right time for hiring employees. They work on different functions or stages so that there is no bias and right people could be hired.
•
Targeting public sector employees, ex-servicemen – Many MNC’s are hiring employees from public sector by offering them higher packages and incentives. This helps in getting experienced professionals in the organization.
•
Hiring housewives, senior citizens, fresh school pass-outs for part time work – this helps in reducing cost of the organizations as hiring housewives, senior citizens and school pass outs cost less to the company.
•
Partnering with educational and training institutes – MNC’s also tie up with various to B Schools and engineering colleges to get the best brains.
•
Job fairs – MNC’s organize job fares for a particular period wherein they fill various positions for that year. It also helps in saving cost on recruiting throughout the year.
•
Pre placement offers – Companies give pre placement offers to various candidates at various institutes so that they could join their organization as soon as they could finish their training or course.
CASES
Recruitment strategies adopted by various Multi National Companies are stated here.
HCL Technologies
Internal recruitment: The IT major relies heavily on this model, which also saves huge cost for the company, at the same time ensuring that the talent pool remains intact. Campus hiring: Many of the business unit heads and senior people at HCL have been picked from the campuses of some of the best engineering, management and nonmanagement colleges across the globe.
Employee referrals: HCL finds this to be a “reliable channel” to reach out to its potential employees. Social networking sites: At least 5-7% of its total recruiting is done through websites such as LinkedIn. This primarily includes much of senior-level hiring, and makes it easier for the hiring managers to target candidates with niche skills or for roles based in alien geographies.
Tata Motors
Employee referrals: The automotive giant seeks involvement of its current work force to attract key talent. Online recruitment process: Tata Motors holds selection tests to recruit its graduate and post-graduate trainees. Applicants can take the test from any location. Internal job postings: The automotive arm is also part of the Tata Group’s internal job postings Employer branding: The company sponsors scholarships at the prestigious Indian School of Business. Other sources: Jobsites, placement consultants, collaboration with industrial training institutes etc.
Tesco HSC
When Tesco, the British retail giant, set up its service support arm in Bangalore in 2004, it spent a huge chunk of its recruitment budget on hoardings. It was important for the firm to build its employer brand. This was because a majority of its prospective recruits, had either never heard of Tesco, or had no shopping experience at any of its stores across 13 countries. They Placed hoardings in the corridor where IT people travel, and with Bangalore’s slow moving traffic, they couldn’t escape seeing it. The move by Tesco HSC
is just an example of how companies are working on innovative ideas with the ultimate goal of attracting the best minds Job portals: The contribution of job portals to the company’s recruitment mix has grown from 2% in 2004 to around 12% at present. Campus recruitment: The company hires from various colleges across the country. Tier-II cities and local talent: It reaches out to candidates in some of the small cities. The screening work has been outsourced to a service provider, who does the initial testing of candidates before lining them up for interview. Hiring for retention: The firm highlights a host of “employee benefits” on its website to attract talent with the clear idea to retain them.
Suggestions
Recruitment strategies, objectives and policies should be accessed continuously against the corporate strategies, objective and policies. In, addition, recruitment sources and techniques should also be evaluated against the recruitment objectives and policies of the company. The process of such assessments is to know the degree of suitability of the sources and techniques in achieving the corporate strategies and objectives. The assessments helps in monitoring and controlling the re recruitment practices. It also helps reviewing, up-dating or modifying the manpower plans, recruitment sources and techniques selected in view of the changes in the internal and external environment.
Conclusions
Talent management systems are complex, powerful and in a rapid state of change. While talent management processes do not require technology solutions in order to be effective, today's systems can help organizations implement processes that break down traditional barriers and set the stage for strategic decision making and planning. Buyers must have patience, build a long-term road map and implement their strategy one step at a time.
Corporate have started linking their mission, Objectives, strategies, and tactics to the function of recruitment and selection. The economic liberalization and consequent competition through quality and services necessitated the companies to search for and attract competent human resources.
References
• • • Chapter – 5, Essentials of Human Resource Management and Industrial Relations by P. Subba Rao. Chapter – 4, Human Resource Management, Gary Dessler http://www.dare.co.in/strategy/human-resources-recruitment/innovative-hiringstrategies.htm
doc_807724918.pdf