 We are here today with our lecture number 16. Before we start our lecture number 16, let's discuss what we have covered in our previous lecture. So, let's start and see what we have covered in lecture number 15. In our lecture number 15, we try to understand that why do we do job analysis? And actually it was to create a match between a person and job, so that we should be able to get the desired performance and, of course, satisfaction for both the employee and the employer. In addition, we discussed the methods of job analysis, in which we discussed three or four different methods. It was a questionnaire. Then we discussed observation method, interview method, diary method, and combination of all these methods. What are the pros and cons, what are the benefits and disadvantages, or what are the pros and cons of both of these methods? We try to understand what is the relationship between job analysis and basically started with the job planning system. Today's topic is in a real sense, we are moving toward actual human resource management practices. So, today's topic is basically the recruitment. In the previous lecture, we discussed 14, 15, even 13 lectures, I will discuss a few ideas and topics and then we will go toward our today's topic. The thing started with human resource planning, that you have to plan about your employees for the working. You have to see what you have today, what's your planning for tomorrow, and how you are going to arrange your human resources for tomorrow job. When we did human resource planning, we saw that the outcomes or the human resource planning was to forecast the supply of human resources, not only within the organization but of course in the market too. Other than that, forecasting of demand. So in human resource planning, we basically forecast the demand and supply of the labor force. When we compare them, then we have to see what is the position, what is the situation. Is it that demand is more or the supply is more or they are both at par? And then we will take the actions, appropriate actions based on our plan. And what are those actions? Outcomes of human resource planning, as I told you, these three outcomes can come out, either your demand is higher than the supply, your future demand of human resource is more than the demand of the people who are working with you, it can be other way around, your supply is larger than your demand, or they both should be at par, they are both at par, and those appropriate actions that we have discussed, if you remember, if the demand is more, supply is less, you have to now plan for growth, you have to now attract people that they should hire, they should come and apply to your organization, and this is our subject for today. If your supply is more, then naturally you will go for the work force reduction, you can send them home, whatever, but you will do that, you will plan for the work force reduction. And if both are equal, then just plan for the stability, and then we will do job analysis to what exactly, do you require, what other activities you have to do, there the job analysis will help you, and we will remember the outcome of that, you have to see the outcome, job description, job specification, and job evaluation. This is for the basic homework, you can say, before you actually go for HR activities, so HR activities, now logically we are ready for hiring process, and when we talk about hiring process, now this is a major HR function, and for such HR function, you have said earlier before the human resource planning, job analysis, and after all the activities, now the stage is set for hiring process, now hiring process is not a one step process, but it has again for the three stages, and what are those three stages, let us see, the hiring process is comprising of three steps, that is, they are number one recruitment, then the selection, and then of course socialization, how common arms in the game, recruitment go, selection go, opposite way, but they are separate steps, they are separate process, their separate logic had separate reason, and today we have a first step for recruitment, in today's lecture and next lecture, let us see what are those three things, just to have the idea, then we can move forward, recruitment, this is the foundation of selection process, but what is the recruitment then, of course it is foundation, first step is selection process, recruitment is basically the process of generating a pool of qualified candidates, you want to have a pool of qualified candidates, so that you may be able to pick the best out of those large, if you do not have any option, then chances are that you may not have a good fit, so the bigger the pool, the more it is, it is difficult to manage, so you have to make a balance there, the foundation step is the recruitment which is developing the pool of the candidates, the potential candidates, which can be out of which you can hire the best matching personality or person for a particular job, so naturally next stage will be the selection, because now you have developed a pool and now you have to select a person or whatever, the next stage is logically the selection process, selection is basically the process of making either of the decisions, hire or no hire, the more candidates you have, the more pool you have after recruitment, the decision you have to take is whether you want to hire or you do not want to hire a particular person, then you have to bring everyone on that parameter which we will discuss in the selection process in the next few lectures, so after recruitment the next logical stage within the hiring process is the selection process and it is again a very kind of complicated process and very important process, a very important activity of human resource management, so the hiring may say recruitment be over, selection be over, so next logical stage will be socialization, yes, of socialization kya cheeze hai, aapne left sunaga orientation, so it is basically when you have new people, new worker within your organization, you want to acclimatize them environment with your organization, so that they should feel comfortable and they should perform as per your requirement and desire to provide you the efficiency and effectiveness, kya baat yaha pe hai kit hiring process hai that comprises of three stages, they are recruitment, selection and socialization, it's base itinos mil ke aap pura complete aapka hiring process katne hai aaj ki jo amara main topic hai that is recruitment, so recruitment kya hua, recruitment is searching and obtaining qualified job candidates, if you have seen in this picture you have been telling that you are redirecting people to that particular organization Why should they come? We will discuss in a few slides how you can attract them. The recruitment is very simple. It is developing a pool of the candidate, the potential candidate, who are meeting the requirement or qualification of your particular job, is the recruitment. Search, not just search, but attract them to come to your organization and get their interest that they want to join your organization. This is recruitment. Recruitment is again performed when? After employment planning. I did not tell you in the beginning that recruitment process starts when you have planned everything. Or after assuming that people are available with the right skills, knowledge and abilities. When you know that you will be able to get those type of people, the kind of people you require in the organization, then you will go for the recruitment process. A specialized person needs a job and you know that they are not available in the market. In the local market, logically, no need to go for all those recruitment processes. It will be discussing in the next two slides. In fact, the first thing is that this process starts when you have planned HR, and then the second thing is that when you know that whatever method you are adopting, whether it is internal or external, then you will have those desirable people, those people who have the knowledge, skills and abilities, who will be able to perform that particular job, then you will go for the recruitment process. And to discover potential job candidates, yes, what will be the potential? There should be basic skills, there should be abilities, there should be as much knowledge as your job requirements. And it is directly related to HR planning and selection, that is what we are discussing today, and represent the first contact between organization and the prospect employees. So what happened in recruitment, that this is your, as I told you in the beginning, it is a foundation. And officially, it is the first contact. First of all, it is your first link with the potential employees of the organization. Because in the future, we will see that there are many labor populations available in the market. But not necessarily, they are all your potential employees. So those people who will come with your organization and interact, they will show their interest, they will give applications, they will apply. Logically, out of them, you can get your employee for a particular job. So this is the first official or logical contact between organization and the potential employee. What next? Recruiting is a two-way street. It is a street with two paths. One is the organization and the other is looking. And the two are different approaches. One is the direction of the person, the other is the direction of the person. There are two people here, the organization and the employees. The potential workers who want to come. The organization is looking for qualified applicants. What is the choice of the organization? What are you looking for? We need qualified people. And the employees with potential candidates, they are looking toward employment opportunities. So both of them have common interests at some stage. There is a street with two paths. Both of them come and meet each other. So that is how we try to relate that to your text and your book. Basically, both of them have their own interests. The organization wants that they should have qualified people. Those potential candidates are looking for some opportunity to work. So ultimately, they have to reach a place, a point where both interests will coincide. So that is the basic thing. What are the goals? What is your objective of recruitment? What are the goals of recruiting? Initially, we can say there are two goals. What are two goals? Number one, attract qualified applicants. Not only attract qualified candidates, but also encourage unqualified applicants to self-select themselves out. What does that mean? As I told you, there are two basic goals of recruiting. Number one, to attract qualified candidates. Those who qualify, those who fulfill your requirements for that job, they should apply. But at the same time, you are also kind of telling people that since they don't qualify, they should not apply. So your time will be wasted, your resources will be wasted. There will be a lot more activities that you will see in the selection process. They do screening, they do interview, they do test. So if a non-qualified person comes, then you are wasting your time and resources, and they are wasting their time and resources. So there are two-fold. Two-point is the goal and agenda. That is attract qualified people. And also discouraging. It is not discouraging, basically. Whenever your recruitment process is so clear, that it is so precise that people don't know. Yes, I qualify this particular job, I should apply. The other person says, I don't think my requirement is complete, so why should I apply? So the recruitment process should be so clear that your objectives, both the goals are complete. Apart from that, let's see it in a little bit more detail. Attract potential candidates, communicate the position so that they respond. You see it so well in the newspaper that there are ads. It is so attractive that your heart is also ready and I am applying for this job. We will go ahead and see what are the positive things, what are the negative things that encourage you or discourage you to apply for a certain job. The more the better. Not only the people, simple people, the people who qualify, the people who fulfill the basic requirement, if they apply, it is a good sign. And the more they apply, it is better. So, this is what attracts potential candidates to apply and the more they apply, it is beneficial. This is also giving you the kind of chance that you should not apply. Who should not apply? Those who do not qualify. It is self-select out. This is not my top of T. I should not apply for this particular job. So they stay out. What happens to that? It is time saved, it is money saved, it is effort saved. I mean the institution or organization who is performing these activities and the people who might be showing up. And the less people will apply, the more beneficial it will be because you will be saved from the startening and screening. So, this is also their goal. Both organizations and individuals have recruiting goals. And both have their goals. As I told you, the goal of the organization is that they should have the best person. People, the potential candidates and their choice is that they should go for the best job. Both have their recruiting goals. What can happen? I will discuss this slide with you. What is the goal of the organization? Attract a pool of qualified applicants. Keep pool at manageable size. As I told you, as we have a lot of unemployment that is available in the male-female market at this time, there is no opportunity in the market at this time. So what is happening? You might have one opening and you will get 100 and 100 applications, applicants are interested there. So not just to attract your people but the size should be manageable. The better your recruitment process will be, the better you will be able to manage it. So the goal of the organization is that you should not only attract people but also keep them at a manageable size so that you can manage the process and everything costs you time, money and resources. Apart from that, what is the individual's goal? The individual tries to achieve the work-related goals that he has achieved. What is the personal goal that he wants to achieve in his career and his personal needs and his job as a particular person and his personal needs are fulfilled? If he or she will join that particular job, will he or she be able to get enough so that they should be able to meet their personal needs? So these are both goals regarding recruitment. The organization sees how to attract good people and how to manage them. The individual sees which good organization he or she has achieved so that not only can we move forward in our career but we can also fulfill our needs. So we should try. The best hiring occurs when the goals of the organization and the individuals are consistent. They are close to each other so there are chances that this process will continue. And the activities that you have and the objectives will also be fulfilled. But remember to recruit effectively and the organization must clearly understand the goals that it hopes to accomplish. The organization should know what you want to achieve and what you want to achieve with this process. We will go ahead and see in the philosophy what are your short term goals and what are your long term goals. Before doing this recruitment the organization must be clear what is the bottom line what they are up to so when this is clear the process will be good and you will get some results out of it. But there are some constraints to run this process to recruit the organization they have to face certain constraints difficulties issues to address them. Image of the organization is very important factor determining the success or outcome of the recruitment process. What do you mean here image of the organization? People say here let's see if you are a student here you might be inspiring if I study then I will work in a good field. There are some organizations such as Everybody Desire of course based on what its performance, quality market value how is the environment working some organizations have a positive image some have a negative image that image that is also affecting your recruitment process If an organization whose image is good in the market if it announces a post even people who are well established well settled somewhere else they will also come up and they will say why don't we get a chance and work in this organization. Image of the organization is the first thing which is affecting it can have a positive or negative effect on the recruitment process let's see the positive side what are the things which will make the image of any organization a positive image this is a good salary of course because this is the one very important aspect people work for it why do you work what is the catch yes you want to work that you should be getting reasonable compensation some organizations as you can see they pay good salaries so this is itself a positive image that is applied in the organization so salary can be one positive factor of course it can be negative if you are not paying good salary or right salary so this is a good salary is a positive sign positive image it is showing the positive image of the organization what are the benefits when you read the compensation you will see the wages what is the difference what is the financial compensation what are the benefits what you are getting what is the house what is the car what are the facilities what is the health what is the insurance so more the benefits the better it is the image of the organization and the more people will be interested to go for that this is also a positive image of the organization if good benefits are attached to it potential what does potential mean now we can also see this potential in two way potential of the organization to grow and prosper and potential for that particular person who is entering in that organization what is the career development path do you have chances if this is a repute this is the repute of the organization this is the market its birth yes this organization is expanding very fast very good repute and chances are that they have a good potential to grow and two good things in the organization similarly if a job is created which is open for you you have started the recruitment even in that job there are chances to grow and that is a very good sign and that is also reflecting a positive image of the organization and yes large number of people will be applying for that particular job within in this particular organization where they have the positive signs or positive image what can be other than that respect again that time passed when people had no option they had only one option either work or not work now as we discussed people have so many different options in the market go and see because of those options now people also we are human being they want respect so that organization who treats their employees with respect gives them an honor they have a working freedom they have a positive image in the market as compared to those organization where they are not treating their employees with respect so always people say we should work for 2-3 things good salary of course this should not be the first thing but people think that this is the important thing yes freedom to work and respect look when we talk to people and ask them what they want to do they say we should work for freedom we should work for freedom number 2 we should deal with respect and treat and yes it should be attached with a good compensation so respect is also a positive image sign if you give good respect to your employees it will be a good signal a positive image in the market because of this in the recruitment process people will apply more similarly the other way around the negative aspect the negative image which can discourage people they are not going to apply for that particular organization this is the kind of industry which is declining the chances are after a while it will be closed the chances are that now you have a new thing in the market substitute of that particular industry this industry will not be so much in the market so they say that in the dip in the jihaz people are in trouble so this is a negative image the chances are that less people will apply for that particular organization and if you have the working environment is not good do you remember when we were studying new trends in employment we mentioned the quality of work life so if the working environment is not good the work where it is happening there is no safety due to any reason physical technological any reason that is also a negative part a negative image of that particular organization due to that the recruitment process will be affected and people within the organization they don't feel they are not concerned about the workers who are working there again that respect that I have discussed that there is a different behavior so what is it there are commodities they are not dealing them humanly as a human being they are not seen that way today people should be respected the workers should be respected then that will also be a negative image about that organization about that company so people will at least try to go that way so these were positive and negative things you might have more constrain there are certain other constrain other reason that either they will encourage people to apply or they will discourage people to apply let's see how is the job attractiveness when we see that job attractiveness of course we see how much fun part is there is that job where people are comfortable or if it is boring or not boring so this is also a factor it is a recruitment process it is restrained, it works so people will apply when the job is boring there are jobs where people say if you work alone it is not fun part why should I do that they try to go that way this is not the job of people so for boring job there will be a negative aspect there will be a negative signal in the market and less and less people will come as it is as I told you there is no safety there are chemicals from which cancer can be or diseases can be you will say that in our country people don't get jobs yes this is right there are some people who work for preparation but here everything is free let's talk about free market where options are also available where you are getting education where there are different organizations those organizations are working on chemicals diseases can be created there are different compounds so that is also a negative signal it is a kind of constraint for your recruitment process low salary another again thing which will discourage people that they should apply for this job no potential so if this is negative then definitely it will be a kind of discouraging effect in the recruitment process anxiety creating as you mentioned where there is a tension this is also a bad sign and people do say that why should I take the tension why should I work in stress I see a lot of people they say that they want to leave the job they want to go somewhere else they ask where should I go why do you want to leave the job it is not fun they are working every time there is tension every time you have a kind of hope why should I work in that kind of environment so that organization where there is more anxiety where there is more stress that is also a negative sign or it will be a discouraging factor so you have to see these things because you will be working next couple of years you will be looking for a job you might have some ideas too what are the constraints what are the positive things you have to give a signal should you go to that organization or not what other constraints do we have yes sometimes the organization policies can also play a very vital role in the process of recruitment for the other people who are interested to come if there is promotion within the organization then chances are that at least we will read what sources are there internal and external sources of recruitment if you promote your own people within the organization yes it can also have positive and negative effects people will say what is the need to apply that is one also one constraint sometimes the government also plays their role when we say there is a government sector there is a semi-government there are multinationals and so on sometimes there were people used to say yes people will join the government sector why? it was security now a lot of people time is changing due to more options and due to higher education and information systems people are thinking that why should go for those low because generally we have seen that in the public sector in the government sector salaries are a little less as compared to private sector multinationals so some people they prefer to again it is the enterprises some people prefer to work with those organizations where they have the government influence because there they know you are not working with one person for one person but you are working for the organization or the government is also involved there but some people have different school of cars they are thinking why to go for that job so this is a trade off if you want to go like a secure job you are willing to sacrifice you have 30 salary pay become yes people will prefer those organizations where they have the government influence but if you are thinking other way around then you will go for the private sector where you have less and less government influence this is also one constraint which is affecting your recruitment process recruitment cost this is also a recruitment cost of what? the person who will be applying are showing their influence let's see if you are living in Islamabad are you living in Karachi Lahore and the opening is in Karachi so many times people come and apply for that who will go and give you a ticket you will have to stay in the hotel forget about that we don't want to go there so recruiting cost is also affecting your recruiting process in the organization there are certain global issues too if you are having global business you have your organization working in different countries what issues will you have in recruiting you have to see whether you have to hire people from host country do you have to hire from parent country where LSE Pakistanis are working they are working in Dubai they are working in Singapore they are working in any other country now when you have applied for LSE Pakistanis will you hire from here or from any third country will you hire people your decision also affects many things what are those things they can be culture political, economical, technological and legal restriction which can affect your decision during the end of our those lecture series somewhere we will be discussing the global issue in details but here as I told you in Dubai your LSE Dubai or in any other country what is the culture there what do people prefer what are the legal constraints what will be the economical factor if you hire people from here how much will you get from there and if you are getting from third country what will be the effect of course and also you have to see the basic skills ability and knowledge too so these are all things these are all the factors these are constraints basically which affect you in your recruiting process let's move forward there are certain philosophies about recruiting what is the point of view let's discuss few of them this is very also again very important part of recruiting the sources of recruitment in lecture number 17 we will discuss it in detail but I will tell you a little internally you can recruit people from your organization for better position or you can have people from outside again it is a trade off there are benefits there are some losses let's go ahead and discuss recruitment can be internally or externally as I told you short run or short term can be view and long term what is the difference between both in short run you have to hire immediately for this job and for that particular job you have to recruit and in long term you might be starting your process because not only that that person you want to pick or you want to hire for this job today but you are also you have already planned that you will be training him or her for the next few advanced level jobs so that is a short view or long term view of the recruitment as I told you you should know why you are doing recruitment and again you are basically the organization who is doing the recruitment similarly the diversity management how to manage the diversity we discussed so you are managing the diversity and you are attracting more and more people so that you can have a diversified group why do you do it there are legal requirements yes you have read the rule regulation in law affirmative action and you also know that diversity is good but it will give you a strategic strength it will give you a competitive advantage the more diverse workforce you have you can have more ideas you can have more options so this is also within recruitment this is also your diversification management they are marketing orientation too of the recruitment how is that you consider applicant as commodities because you have to pick the best one what do you do if you go to the market let's see what you are going to do in the market there are many shirts you will make sure that it is defect free it is good in that price it matches your requirement you will pick the best out of it don't you do the same thing for the selection or hiring person purpose basically so what is happening in recruitment we are looking at applicant as commodities you want to pick the best out of it when you will be doing the selection similarly you consider them as a customer because they are your customers they are your stakeholders if they are satisfied they will do better their performance will be good and they will carry your good name on the market and it will be a good reputation for your organization so this also comes in the philosophy of orientation similarly I think it is involved it is a very fast time people send CVs or resumes how will you make sure that whatever they are saying is correct reference checks verification, credential verification but that is also there when you are doing the recruitment so that was the philosophy of the recruitment let's see now what are the labour market components if we look at the labour market what we see if you look at a broader picture you have the whole labour force population it is not necessary to that all the labour force can work for your organization it is a requirement some of them will be selected the applicant population who will fulfill the requirement for your particular job we call them applicant population if it is a little narrow down then they are the applicant pool it is not necessary that all people who qualify for your particular job they should apply for your organization now those who will apply for your organization will apply for that particular job that is your applicant pool and from that pool then at the end of the bottom line will be the selected individuals who will be selected to perform that particular job so like this from a big basket when you narrow down individual selected people individual selected for it to perform a particular job in your organization so that is the from where you will pick up the next phases when we are looking at the labour market as a whole so there are certain issues which can affect the recruitment process now we have seen what are the components of the recruitment you have the whole market which can work and in that you will segment and separate them which can be a potential candidate for your particular job for example, I always give that you have gone to programming the job of a programmer is a requirement it should be a master it should be a bachelor it should be a programming so this is the whole applicant pool but in this whole population it is not necessary that all the people who complete the qualification or the requirement they are your applicants they can be your pool of applicants there will be some people who will come to you who will apply for your organization who will apply for your particular job here all those positive and negative images of a particular job or organization will affect your process of recruitment developing of that pool and from that pool you have to pick the individual through selection to create the match of the objectives of the organization and the potential of the candidate you should be able to get things done from other people this is the component but as I told you in the labor market if you look at the labor market in any particular market there are certain recruiting issues they discuss what they are if you take the labor market as a whole you might have geographical effect there might be particular industries requirements and education the kind of skills is required there if we look at the graphics then it comes that you have to take it from the local market from the region that it will be nationwide you will see that it adds that it can only be applied to the region and sometimes if it is a top job if it is a kind of strategic position now you have to decide from where you want to start the recruitment process do you want to confine it to your local level do you want to go for the region basis do you want to go for the nation or the whole country basis or you want to go for the international level there are many legal issues always there it might be a problem there might be legal requirements and so on so this is geographical issue agnation has to decide it happens that for a particular skills in a region there is a lot of natural and build capability so people say that hire the people there because they are doing this job better if you go to this hospitality or hotel business then people do have some it may be stereotyping type thing but people do have for the people of Kashmir it is better the cooking they can do it better so those people are attracted to good hotels I may be wrong but this is what people think this is what is the image in the market so you have to decide the agnation has to decide what level they want to go local level, region level nation level or international level similarly industry and occupational knowledge, skin and abilities you have to also decide what particular knowledge skills and ability you want and it is again with reference to what industry we are talking about textile industry may a specific skills, knowledge and ability in them and from there you can get more people at some time it was very famous that such and such nations are martial nations they used to be fighting spirit for the police for the services people used to hire people from that particular from those particular nations they used to hire people from areas for that particular hard hardship skills and abilities they used to play a very important role during their recruitment process similarly technical qualifications education these are another area issues which you have to address while deciding your recruitment process so you have the idea now what is this recruitment how we linked it while studying and how we saw it in hiring with reference what role plays in hiring let's summarize our today's session what we have read in this lecture we basically started hiring process before hiring we went back how your human resource planning and job analysis is how it is making the ground for your hiring process and then in the hiring process we saw three stages recruitment, selection and socialization the foundation step is the first step was the recruitment which was today's topic it is basically developing and after that we just touched the selection and socialization process and in the selection we said creating a match picking the right person for the right job and socialization was basically the orientation part the acclimatization part those new people according to their environment about their organization giving them the comfortable feeling so that they should know what they have to do and what they have to perform so we just just to have an idea to see the two parts because they have separate lectures but the basic thing was recruitment then we discussed the recruitment the major role was the image of the organization now the organization if the organization has a positive image naturally you can expect more applicant more application in response to your recruitment process but if you have a negative image definitely you will be receiving less application then after that we discussed the over constraint we saw the reason how positive image can be and how negative image can be or you see base paper you will get the responses then we covered the recruitment recruiting philosophies we saw the marketing philosophy internal and external recruiting process then we saw ethics and so on and again it was basically to give you an idea what this recruitment is what should be the next one logically we are not done with the recruitment we still have to cover one more lecture for this topic and what we will do in that lecture yes lecture number 17 I will try to discuss few more aspects of recruitment and of course very important part the sources of recruitment this may be internal or external we will discuss in detail their benefits their negative aspects we will try to discuss but again I hope you are following the guideline or what I suggest in every lecture what is that you should read first I believe that now you have started picking up the things but keep on working hard and as I said you will make a difference so please start thank you very much