Process of

Recruiting,
Selecting and
Training of
Employees
 In human resource It is one whole process,
management, with a full life cycle, that
“recruitment” is the begins with identification
process of finding and of the needs of the
hiring the best and most company with respect to
qualified candidate for a the job, and ends with
job opening, in a timely the introduction of the
and cost-effective employee to the
manner. organization.
INTERNAL AND
EXTERNAL
RECRUITMENT
Internal recruiting
- is when a business
or organization
intends to fill a
vacancy from within
its existing
workforce.
 Types of
Internal
Recruitment
Employee Referral
- In companies, there are
employees, and then there are
supervisors who evaluate their
performances. The supervisors
keep proper record of each and
every employee. In time, when the
company is in need of human
resources, these records are
reviewed and the most
hardworking or potential
employees are referred for the
vacant posts.
Promotion
- Promotion is the act of
advancement of employee’s
post in the company. In some
organization, it is mandatory,
meaning that employees are
promoted in certain interval of
time period, while in others;
employees are promoted as
per their performance.
Transfer
- In large scale organizations
having several branches, human
resource need of one branch can
be fulfilled by the human resource
of another branch. Under this
method, human resource need at
any branch is identified at first.
Information about vacancy is then
distributed in all the branches,
following which, interested and
suitable candidates are transferred.
Advantages of
Internal
Recruitment
Encourages hard work and
develops employees.
- When employees are recruited
from within the organization, it sets
a mentality in employees’ minds
that sincere employees are
promoted. Promotion means
increased payment and fame. So
they become encouraged to put
more efforts and make quality
outputs. This results in
development of employee.
Accurate Selection.
- When employees are
recruited from inside, there is
almost zero chances of
selecting a wrong person
because company does not
only have its employees’
record but also knows them
personally which is not
possible in external
recruitment.
Economic in Nature.
- External recruitment
involves various processes
like job announcement,
interview, etc which is both
time and money
consuming. In contrast,
internal recruitment saves
time as well money.
Strengthen employer-
employee relationship.
- When employees are
promoted or transferred to better
branch, employees feel valued
by the company and in return
employees also become loyal
and faithful to its company. This
strengthens employer-employee
relationship and makes a
company stronger.
Adaptability.
- When new employees are
hired, they require training and
orientation. But when
employees are recruited from
inside the company, they take
less time to adapt to new work
because they are already
familiar to environment,
employees and culture of the
company.
Disadvantages
of Internal
Recruitment
Promotes unemployment.
- There are people outside
the office as well who are
capable or has potential to
complete the concerned
task. So when companies
keep recruiting employees
from inside, external talents
are deprived of working
platform.
Promotes favoritism.
- Favouritism is an unfair
practice where people or
groups are treated in
bias. Simply, favouritism
is the act of showing
personal preference
towards a person or a
group.
Limited Choice.
- Internal recruitment
limits the choice of
company. Candidates
inside the company
may not be as skilled as
the post demands them
to be.
 External
Recruitment
External Recruitment.
- External recruitment is the
process of filling vacant posts of
the company by the employees
excluding the existing ones. New
people with required skills and
qualification are enrolled in the
organization and thus new ideas
are initiated in the company.
External sources that can fill up
vacancies in the organization are
described below.
How to Fill Up
Vacancies on
External
Recruitment
Advertisement.
- Advertisement is the
most widely used method
for external recruitment.
Companies announce
vacancies through
electronic and print media
such as newspaper,
magazines, television,
radio and internet.
Walk-Ins.
- Walk-ins are those
who enter the
organization in
search of job. This
method is applicable
for unskilled and
semi-skilled posts.
Private Employment
Agencies.
- Private employment agencies
work as middlemen between
prospective employees and
companies. They maintain
databank of job vacancies as
well as job seekers and make
a perfect match. Such
agencies charge commission
for rendering their service.
Educational Institutes.
- Nowadays, most of the
companies have started the
trend of conducting direct
recruitment from colleges and
universities. Companies visit
educational institutes annually
and recruit bright students,
especially at managerial level.
This saves time and money
and encourages students to
study hard.
Labor Contractors.
- Labor contractors and
private employment
agencies are similar in
nature. They keep regular
contact with laborers and
industries, and provide the
industries with laborers
whenever required. They
also charge commission for
their service rendered.
Advantages of
External
Recruitment
Qualitative Human
Resources.
- External recruitment creates
a pool of eligible candidates
and best-qualified ones can
be chosen easily as the
management team has
greater choice of selection.
This ensures the quality of
human resources in the
organization.
Rejuvenates
organization.
- When employees are
recruited externally, there
is inflow of new ideas,
skills and enthusiasm in
organization. This
rejuvenates organization
and its system.
Better adaptation to the
changing environment.
- Technologies are
changing rapidly in this
generation and enrolment
of new ideas, knowledge
and skills help in
adaptation to the
changes easily.
Disadvantages
of External
Recruitment
Demoralize Employees.
- Hardworking employees
expect upgrade of their
position. But when new
employees from outside are
hired, the existing
employees feel demoralized.
This may lead the existing
employees to resign from
the job as well.
High Cost.
- External recruitment
is a long process and it
includes various steps
like job announcement,
orientation, training,
etc. This is time
consuming as well as
money consuming.
Adaptability Problems.
- New employees take
time to get used to the
culture and environment of
the organization. They
also take time to get
comfortable with their
colleagues which hamper
their performance.
Chances of Wrong
Selection.
- There are chances that
the management team
selects a wrong
employee. If wrong
employees are selected
then effectiveness of
organization is
decreased.
Promotes nepotism.
- Nepotism is the practice
where people with some
kind of authority favour
their relatives and friends
by offering jobs. While
recruiting employees
from outside, chances of
nepotism is high.
Selection
Steps in
Selection
Process
Step 1: Preliminary Interview

This is a very general and basic

interview conducted so as to
eliminate the candidates who are
completely unfit to work in the
organization. This leaves the
organization with a pool of potentially
fit employees to fill their vacancies.
Step 2: Receiving Applications

Potential employees apply for a job

by sending applications to the
organization. The application gives
the interviewers information about the
candidates like their bio-data, work
experience, hobbies and interests.
Step 3: Screening Applications

Once the applications are received,

they are screened by a special
screening committee who choose
candidates from the applications to
call for an interview. Applicants may
be selected on special criteria like
qualifications, work experience etc.
Step 4: Employment Tests

Before an organization decides a

suitable job for any individual, they
have to gauge their talents and skills.
This is done through various
employment tests like intelligence
tests, aptitude tests, proficiency tests,
personality tests etc.
Step 5: Employment Interview

The next step in the selection process is the

employee interview. Employment interviews are
done to identify a candidate’s skill set and ability to
work in an organization in detail. Purpose of an
employment interview is to find out the suitability
of the candidate and to give him an idea about the
work profile and what is expected of the potential
employee. An employment interview is critical for
the selection of the right people for the right jobs.
Step 6: Checking References

The person who gives the reference of a

potential employee is also a very important
source of information. The referee can
provide info about the person’s capabilities,
experience in the previous companies and
leadership and managerial skills. The
information provided by the referee is meant
to keep confidential with the HR department.
Step 7: Medical Examination

The medical exam is also a very important step

in the selection process. Medical exams help the
employers know if any of the potential
candidates are physically and mentally fit to
perform their duties in their jobs. A good system
of medical checkups ensures that the employee
standards of health are higher and there are
fewer cases of absenteeism, accidents and
employee turnover..
Step 8: Final Selection and Appointment Letter

This is the final step in the selection process. After the

candidate has successfully passed all written tests,
interviews and medical examination, the employee is
sent or emailed an appointment letter, confirming his
selection to the job. The appointment letter contains all
the details of the job like working hours, salary, leave
allowance etc. Often, employees are hired on a
conditional basis where they are hired permanently
after the employees are satisfied with their
performance