The document discusses recruitment and job search. It defines recruitment as the process of searching for and attracting candidates for employment. The document outlines the objectives of understanding recruitment, factors that affect it, and methods used. It then details topics like defining recruitment, factors influencing it like internal policies and external market forces, and internal methods such as transfers and promotions versus external methods. The purpose is to provide an overview of recruitment and how organizations can effectively identify and hire qualified candidates.

1. Recruitment & Job Search

2. Objectives
• After going through this session, you will
be able to:
o Define recruitment
o Explain the meaning and scope of
recruitment
o Discuss the factors affecting recruitment
o Explain the sources and methods of
recruitment

3. Topics
• In this session, we will focus on the following topics:
o What is Recruitment?
o Factors Affecting Recruitment
o Methods of Recruitment
o Summary

4. What is Recruitment
In this topic, we will define
recruitment and discuss some
introductory information about
it.

5. Recruitment Defined
• Recruitment is the process of searching candidates for
employment purposes.
• It also involves creating a desire in them to seek for jobs in
the organization.
• It is a process of finding and attracting capable applicants
for employment.
• The process begins when new recruits are sought.
• The process ends when their applications are submitted.
• The result is a pool of applications from which new
employees are selected.

6. Recruitment Defined(Contd.)
• Recruitment is the activity that links the
employers and the job seekers.
• Recruitment is a process to:
o Discover sources of manpower
o Meet the requirement of staffing
schedule
o Employ effective measures for
attracting that manpower
o Facilitate effective selection of an
efficient working force
• Recruitment the first part of the entire
function of –Recruitment and selection.

7. Features of Recruitment
• By following the recruitment process an
organization tries to develop a pool of qualified
applicants for present and future human
resources needs even though specific vacancies
Recruitment
do not exist.
• Recruitment of candidates is the function
preceding the selection. This helps create a pool
of prospective employees for the organization.
• The management can select the right candidate
for the right job from this pool.
• The main objective of the recruitment process is
to initiate and further the selection process.

8. Types of Recruitment
• Recruitment is broadly divided into three classifications. Anticipated
o Planned,
o Anticipated Planned Unplanned
o Unplanned
• Planned needs are the needs arising from company’s Types of
growth as well as changes in the company and its Recruitment
retirement policy
• Anticipated needs are those recruitment needs which a
company can predict by studying trends in internal and
external environment. This includes business need, financial
market scenario, global changes and so on.
• Unexpected needs are the resignations, deaths, accidents,
illness which give rise to filling in the vacancies.

9. Purpose of Recruitment
• Recruitment is a continuous process it has
many purposes.
• Attract and encourage more and more
candidates to apply in the organization.
• Create a talent pool of candidates to
enable the selection of best candidates
for the organization.
• Determine present and future
requirements of the organization in
conjunction with its personnel planning
and job analysis activities.
• Recruitment is the process which links the
employers with the employees.
• Increase the pool of job candidates at
minimum cost.

10. Purpose of Recruitment(Contd.)
• Help increase the success rate of selection
process by decreasing number of visibly under
qualified or overqualified job applicants.
• Help reduce the probability that job applicants
once recruited and selected will leave the
organization only after a short period of time.
• Meet the organization's legal and social
obligations regarding the composition of its
workforce.
• Begin identifying and preparing potential job
applicants who will be appropriate candidates.
• Increase organisation and individual
effectiveness of various recruiting techniques
and sources for all types of job applicants.

11. Importance of Recruitment
• The importance of recruitment is as follows:
o Provides organisation with a pool of qualified
candidates
o Improves the success rate in selection
o Supports the organisation meet affirmative
action goals
o Increases organisational effectiveness
• Provides organisation with a pool of qualified
candidates
• Since the purpose of recruitment is to search and
attract talent into the organisation, recruitment
makes selection better as there is a wide choice from
where the right candidates can be selected.
• Improves the success rate in selection
• If recruitment is carried out properly, it will reach out
to the right targets. This makes it possible for the
organisation to pick the right person for the right
position.

12. Importance of Recruitment(Contd.)
• Supports the organisation meet affirmative action goals
• Only if the employees are the right people for the required
jobs, will it be possible for the goals and targets to be met
in an effective manner.
• Increases organisational effectiveness
• Only the collective efforts of employees can lead to
organizational goals. Therefore if the people in the
organization are right, then it is possible to achieve
organizational effectiveness.

13. Factors Affecting Recruitment
In this topic, we will discuss the
factors affecting recruitment.

14. Internal and External Factors
• The recruitment function of any organization is
affected and governed by a mix of various internal and
external factors.
• The internal factors are the factors that can be
controlled by the organization.
• The external factors are those factors which cannot be
controlled by the organization.
• Let us check them out in detail.
• Internal factors affecting recruitment
o Supply and demand for skills and talent
o The market for skilled and unskilled labour
o The image and brand value of the organisation
o The political, legal & societal conditions in the
industry
o The unemployment rate
o The level of competition in the industry

15. Internal and External Factors (Contd.)
• External factors affecting recruitment function:
o Recruitment policy of the organization
o The HR planning
o The size of the organization
o Cost of recruitment or the HR budget
o Growth and expansion plans
External factors Internal Factors
• Supply and demand • Recruitment policy
• Labour market • Human resource planning
• Image / Goodwill • Size of organization
• Market environment • Cost of recruitment
• Rate of unemployment • Growth and expansion plans
• Competitors

16. Internal Factors
The internal factors can be controlled by the organization are:
o Recruitment Policy
o Human Resource Planning
o Size of the Organization
o Cost of Recruitment
o Growth and Expansion
Recruitment Policy:
• The recruitment policy depends on the business model of an organization.
• According to the model organization will lay down the recruitment model for all
recruitment activities.
• Some factors affecting recruitment policy are:
o Organizational goals
o Personnel policies of the organization and its competitors
o Government policies on reservations
o Preferred sources of recruitment
o Recruitment costs and financial implications

17. Internal Factors(Contd.)
• Human Resource Planning:
o Effective human resource planning helps in determining the gaps present in
the existing workforce of the organization.
o This would be the plan of the total number and the types of human resources
the organisation needs to achieve their goals for a definite period of time.
• Size of the Organization:
o The recruitment needs are dependent on the size of the organisation.
o The larger the organisation, the more is the need for employment in terms of
numbers as well as in specific roles.
• Cost of Recruitment:
o Recruitment incurs cost to the employer.
o Therefore, organizations try to employ that source of recruitment which will
bear a valuable cost of recruitment to the organization for each candidate.
o The recruitment needs highly depend on the budget of the organisation.
• Growth and Expansion:
o Organization will employ or think of employing more personnel if it is
expanding its operations.
o If the organisation is growing, then there will be a higher need for
recruitment.

18. External Factors
• The major external factors effecting recruitment
are:
o Supply and Demand
o Labour Market
o Company Image / Goodwill
o Market Environment
o Rate of Unemployment
o Competitors
Supply and Demand:
• The availability of skills and talent both within and
outside the organization is an important criterion
in the recruitment process.
• If the demand is more and there is limited supply
in the market, then the company will have to
depend upon internal sources and provide them
with special training and development programs.

19. External Factors (Contd.)
• Labour Market:
o The market for skilled and unskilled labour can
depend on the conditions in the industry which
influence the recruiting efforts of the organisation.
• Company Image / Goodwill:
o An organisation’s image and goodwill greatly
influences in attracting and retaining employees.
o Image and brand of a company is based on what
organisation does and affected by industry.
• Market Environment:
o The political, legal and societal conditions have direct
impact on recruitment practices.
o For example, In India, the legislation for reservation in
employment for scheduled castes, scheduled tribes,
physically handicapped etc.

20. External Factors (Contd.)
• Rate of Unemployment:
o One of the factors that influence the availability of
applicants is the growth of the economy.
o When the economy is not creating new jobs, there is
often oversupply of qualified labour which in turn leads
to unemployment.
• Competitors
o The recruitment policies of the competitors also affect
the recruitment function of the organisations.
o To face the competition, many a times the organisations
have to change their recruitment policies according to
the policies being followed by the competitors.

21. Recruitment Methods
In this topic we will discuss the
methods of recruitment.

22. What are the Different Terminologies?
Recruitment Methods
• Selecting the right method of
recruitment is important to get
maximum response of candidates.
• There are two kinds of recruitment
methods:
o Internal
o External
• The sources within the organisation are
known as internal source of recruitment.
• Recruitment of candidates from all the
other sources like outsourcing agencies
etc. are known as the external sources of
recruitment.

23. Internal Methods
• Whenever there is a requirement for a vacancy that gets
created, an internal fitment is first considered.
• Sometimes it is also a case that employees have to be moved
laterally or advance into higher positions.
• This is when the positions get redefined and provisions have
to be made to fill the gaps thus made.
• Therefore this kind of repositioning happens in many ways
and from internal sources.
• The internal sources are:
o Transfers
o Promotions
o Job Rotation and Lateral Upgrading
o Rehires and Recall
o Recruitment of Dependents

24. Internal Methods(Contd.)
Transfer
o The employees are transferred from one department to
another according to their efficiency and experience.
Promotion
o The employees are promoted from one department to
another with more benefits and greater responsibility
based on efficiency and experience.
Job rotation & Lateral Upgrading
o Employees are repositioned in other areas of work for
learning purposes according to their performance.
Rehires and Recall
o Ex employees and Retrenched employees may also be
recruited once again in case of shortage of qualified
personnel or increase in load of work.
o Recruitment such people save time and costs of the
organisations as the people are already aware of the
organisational culture and the policies and procedures.

25. Internal Methods(Contd.)
• Recruitment of Dependents
o The dependents and relatives of deceased
employees and Disabled employees are also done
to assist the family members.

26. Human Resource Development
• The term, Human Resource Management
or HRM came into existence only in the
1970s.
• This was due to a shift in professional
values from concern for welfare to a
focus on efficiency.
• Another term that evolved subsequently
was Human Resource Development.
• HRD focuses on those activities that are
only related to employee development.

27. Summary
• This topic summarises the entire module.
• In this module, we learnt:
o Recruitment is the process of searching candidates for employment purposes
and thereafter creating a desire in them to seek for jobs in the organisation.
o Some features of recruitment are:
o Recruitment is a continuous process
o Recruitment of candidates is the function preceding the selection
o The main objective of the recruitment process is to initiate and further the
selection process
o The recruitment process starts when a manger initiates an employee
requisition for a specific or an anticipated vacancy
• Recruitment needs are of three types: planned, anticipated and unexpected.
• Both internal and external factors affect recruitment.
• Methods of recruitment are internal and external.

28. Congratulations!
You have successfully
completed the session
‘Methods of Recruitment.’