Source: E-mail dt. 8 June 2013
New Tools in Recruitment, Retention and Promotion
Prof. D. Asokk
Associate Professor, Dept. of Management Studies,
MAM College of Engineering & Technology,
Trichy, Tamilnadu, India.
The organizations in India have a problem laughing at them with three faces. Those faces are quick job placements, retaining the potential employees and promotion of the employees respectively .The recruiters feel somewhat easy to get potential candidates for jobs through different recruitment sources but the requirement is not filled at that moment. The recruiters find it hard since that long gap of not getting proper candidate affects the smooth functioning of that organization.
This in turn makes them to seek help from private recruitment consultancies who also find it tough to get candidates at that instant. Even though if they get candidates at the right time, it is very difficult for the employers to retain them and the problem finally ends in the promotion of the employees. This paper analyses and suggests some new tools for employers to handle these three problems simultaneously.
“Recruitment involves searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs”.
By Dowling and Schuler, 1990.
QUICK JOB PLACEMENTS THROUGH MOBILE HIRING METHOD
A placement agency called “LOCATION VALUE” in Tokyo, Japan is using phone handsets’ GPS to quickly match workers to temporary jobs. As usual people applicants send their resumes to company mentioning their interest in area they want to work – by Kyodo news Agency. The applicant accesses the phone website called “OTETSUDAI (meaning - help) NETWORKS” of the company.
This method can be adopted in India with some slight modifications according to the Indian people’s culture and habits so that this gives the recruiters in Indian organizations their required candidates at that moment. Any placement agency or any company in India can use this method. This avoids wasting of time and energy in conducting interviews and other formalities from the company’s side.
The applicants who are in need of a full time job or part time job and who have mobile phones with Global Positioning System (GPS) facility can send their resumes to the consultancies mentioning their qualification, experience and geographical area of interest they want to work. These consultancies will have a tie up with the employers through (GPS) facility in their mobile phones. The consultancy can create an official phone website in mobile handsets’ GPS to quickly match workers to the jobs.
When the employer gives his requirements for urgent vacancies, the consultancies which are searching for candidates will locate the applicants and inform them about the job available for their profile using the same GPS built in their cell phones and promptly contacts prospective employers about the qualified candidates. The employers can view the profile and track records on the particular consultancy’s phone site and dispense with short face to face interview before landing the workers for their jobs. The applicant accesses the phone website of the company. The applicant gets an e mail offering a job by her wish
If the registration fees for applicants to register them in that GPS network are made free, then the consultancy people can expect a large number of applicants to register themselves so that they can have a handful of data base. In turn the consultancy will charge the company an amount per hire. Usually this type of service enables appointing candidates to low level employees, contract employees, daily waged people, restaurants, shopping malls, etc. To hire workers for a short term jobs, the opportunities can be given to house wives and students who want to work in short hours near their homes or studying institutions like schools or colleges.
ADVANTAGES OF SYSTEM
DRAWBACKS OF THIS SYSTEM
RETAINING THE EMPLOYEES
In previous years, a heavy increase in the attrition rate was grabbing the headlines of all news papers. Though the reason may be the economical crisis in western countries, it gave a severe blow to the Indian workers especially in the field of IT sector. The organizations cannot solve the crisis and their boat faced a tough situation to sail in that economic crisis storm.
In order to overcome this situation and to retain the employees, the top ranked IT industries followed a human approach which showed good results. If those approaches are implemented to all organizations with small changes according to the nature of the industry then the employers will have a problem free works.
NEW TOOLS / APPROACHES TO EMPLOYEE RETENTION
DRAWBACKS OF THIS METHOD
Promotion, on the other hand, involves movement of employee from a lower level position to a higher-level position accompanied by (usually) changes in duties, responsibilities, status and value. Organizations generally prepare badly lists or a central pool of persons from which vacancies can be filled for manual jobs. Such persons are usually passed on to various departments, depending on internal requirements. If a person remains on such rolls for 240 days or more, he gets the status of a permanent employee as per the Industrial Disputes Act and is therefore entitled to all relevant benefits, including provident fund, gratuity, retrenchment compensation.
NEW TOOL FOR PROMOTION
From the pen of Prof.K.Ashwathappa, “In our country, selection of blue-collared and white-collared employees is unsystematic. However in the case of managerial personnel, the process is fairly systematic”.
If the new tools and suggestions are implemented in Indian organisations, the concept of “exploring the unexplored” is possible such that the recruiters can find more potential candidates, employees can be retained without any damage on the company’s name and promotion models accepted by all. Necessity is the mother of invention. So it is the right time for the Indian to move towards the innovative change so that they can have a healthy growth and a healthy name in the current business era.
Business Line, Dt.26.01.2012, Pg 22, Thursday.