Refer Books, Elaborate The Points

RECRUITMENT
Meaning: - After determination of human resources requirement for the enterprise the
process of recruitment is the first step in the process of filling a vacancy. It is that process
which enables the management of the enterprise to select and employ required employees
for varied types of job.

DEFINTION:-
“Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organisation.”

“Recruitment is a positive process of searching potential employees for the

organisation and it continues till the suitable employee is selected and ends with the
placement.”

SOURCES/METHODS OF RECRUITMENT

Sources/Methods

Internal Sources/Methods External Sources/Methods

A. Present employees A. Employment Exchange
B. Employee Referrals B. Advertisements
C. Former Employee C. Employment Agency
D. Previous Applicants D. Professional Association
E. Campus Recruitment
F. Walk-in/Write-in
G. Head Hunters
H. Deputation
I. Word-of-mouth
J. Raiding

1. Interned sources mean recruitment process with and promotions In the enterprise. It can
be in the form of Transfer and promotions.

A) Transfer: - Refers to shifting an employee from one job to another job without any
change in position post, status and responsibilities, the need for transfer is felt to
provide employees a broader base which is considered for promotions.
B) Promotion: - promotion implies shifting of an employee form his present job to the
higher position having higher status, pay and responsibilities.
C) Employee Referral: - This is one of the internal sources where the employees
referred their own family and friend members as the potential employee of the
 organisation. This is beneficial for the organisation as the potential employee is
known to the existing employees.
D) Former Employee: - The vacancies can be filled with the former employee. Some
employees who has been retired and left the organisation may be interested to
serve again The advantage of this source is the performance of the employee has
already been evaluated.
E) Previous Applicants:-This is a type of internal source of recruitment. Some of the
applications of the potential candidates lying in the organisation .This type of
recruitment is applicable for unskilled and semi-skilled employees.

2)External Source:- If the requirement is not fulfilled from the internal source the
organisation has to depend on some external source .These sources are outside agencies
who provide applicants for the requirement of the enterprise .

A) Employment Exchange: - It maintain a record of job aspirants. Whenever the

employers inform about the vacancies to the employment exchange, they provide
the names considering the suitability.
B) Advertisement:-This is considered as a powerful tool for recruitment. Newspaper,
periodicals, magazines an there electronics medias like TV internet where details
regarding the job an potentialities are informed.
C) Employment Agency: - Besides employment exchange some private agencies provide
information’s about the potential candidates to the enterprise as an when required
.They charge a nominal fees for the some and serve as a recruitment source
D) Professional Associations: - This is a source which is particularly useful for
professionals and technicians .Institute of Engineers, management aassociations of
India, Indian medical aassociations etc. provide useful information’s to the
organisations as and when required by them.
E) Campus Recruitment: - This is a source of recruitment and common for all
organisations. Now it has been followed by almost all private and public limited
companies, where they used to go different educational and training institutions for
recruitment purposes.
F) Walk-in/Write-in:- It is a common approach in which the applicants directly deposit
the application at the front office. Company pool these applications to meet the
future needs. Such time of method is best for filling up the entry level and unskilled
employees.
G) Head Hunter:- These are also professional agencies that maintains a database of
executive position. They are hired by the employers to find particular talent as per
organisation requirement.
H) Deputation: - This is a source of recruitment for govt. and public sector
organisations. It refers to sending an employee to another organisation for a short
duration. It helps the organisation to get ready expertise and the organisation does
not incur initial expenditure on training and development.
 I) Word-of–Mouth: - To attract the employees of the rival organisation. This is a source
of recruitment in this source the employees are offered very handsome and
attractive remuneration.
J) Raiding: - This is a source of recruitment for qualified an experienced employees of
competitors.

RECRUITMENT PROCESS: - A good recruitment process comprises the following steps.

I. Recruitment Planning: - It is the 1st step in recruitment process. In this step a

comprehensive draft has been prepared for job specifications .The draft contains A)
Vacant position , B)Responsibility of the post , C) Qualification & Experience , D)
Extra skill and ability , E) Nature of the post F) Scale of pay .
II. Strategy Development: - In this step a suitable strategy has been devised for
recruitment .The following points to be considered for a suitable strategy. A) What
should be the source, B) Recruitment method I.e. Direct indirect method, Third party
method, C) What geographical area to be considered.
III. Searching: - After strategy development the next step is searching .This is a step
which involves attracting job seekers to the organisation. The sources to attract the
job seekers are A) Internal source B) External source refers to the source within the
organisation an external source is the source available outside of the org.
IV. Screening:-This step begins with the completion of searching .Screening is the
beginning of selection. All the applicants both shortlisted .By screening of the
applicants it can be possible to distinguish between deserved &undeserved. The
technique used for screening differs from organisation to organisation depending on
its nature.
V. Evaluation and Control: - This is the last step in recruitment process .As recruitment
involves some cost it is necessary to evaluate the process .The evaluation and
control can be effective when the following answers will be positive in character.
1) Weather the recruitment method is appropriate?
2) Weather the recruitment will be effective for organisation?
If the answers will be negative than corrective action should be taken so that it will
be positive.

FACTORS OF RECRUITMENT

The following factors affect the recruitment process. They are:-

I. INTERNAL FACTOR
A) Employers Brand
B) Company’s pay package.
C) Quality of work life.
D) Organisational culture.
 E) Carer planning.
F) Growth rate of the company.
G) Role of trade unions.
H) Goodwill of the company.
I) Cost of Recruitment.
J) Company’s name and fame

II. EXTERNAL FACTOR

A) Socio-economic condition.
B) Demand and supply condition.
C) Employment condition.
D) Labour Market condition.
E) Political and legal factors
F) Govt. policy- Reservation rule.

EFFECTIVE RECRUITMENT: - As there is no such formula the following so for a suitable

recruitment process the following points should be taken in to consideration to have an
effective recruitment.

I. Well defined recruitment policy.

II. A good organisation structure.
III. Well defined procedure for locating potential job seekers.
IV. A suitable method of evolution.
V. Timely modification of the process according to the requirement.