2. INTRODUCTION
Recruitment is the process of identifying
the need for a job, defining the
requirements of the position and the job
holder, advertising the position and
choosing the most appropriate person for
the job.
3. RECRUITMENT
DEFINITION
Recruitment refers to the process of
screening, and selecting qualified people for
a job at an organization or firm, or for a
vacancy in a volunteer-based some
components of the recruitment process,
mid- and large-size organizations and
companies often retain professional
recruiters or outsource some of the process
to recruitment agencies.
According to Edwin Flippo, “Recruitment is
the process of searching for prospective
employees and stimulating them to apply for
jobs in the organisation.”
4. NEED FOR RECRUITMENT
Vacancies due to: Creation of new
Promotions. vacancies due to
Transfers. growth, expansion
and diversification of
Retirement. business activities.
Termination. In addition, new
Permanent vacancies are
disability. possible due to job re-
Death and labour specification.
turnover.
5. SOURCES/METHODS
OF
RECRUITMENT
Internal Method External Method
6. INTERNAL METHODS
Promotions------Promotion means an
improvement in pay , position, authority, status
and responsibilities of an employee within the
organisation . Many achieve promotion through
hard work and good performance .
Transfers------Whenever a new vacancy id
created within the organisation management
may fill he vacancy through transfer of existing
employees rather than employing a new hand.
7. Internal advertisement--------Most employees
know from their own experience about the
requirements of the job and what sort of person
the company is looking for. Often employees
have friends or acquaintances who meet these
requirements.
Retirements--------At times, management may
not find suitable candidate in place of the one
who had retired, after meritorious service. Under
the circumstances management may decide to
call retired managers with new extension.
8. Recalls----- When management faces a problem
which can be solved only by a manager who has
proceeded on long leave, it may be decided to
recall that person. After the problem is solved,
his leave may be extended.
Former Employees------Individuals who left for
some other jobs, might be willing to come back
for higher wages and incentives. An advantage
with this source is that the performance of the
person / employee is already known.
9. ADVANTAGES OF INTERNAL
SOURCES OF RECRUITMENT
Internal recruitment is economical.
The present employees already know the
company well and are likely to develop a
loyalty for the same.
It tends to encourage existing employees
to put in greater efforts and to acquire
additional qualifications. This means there
is motivation to employees.
10. It provides security and continuity of
employment.
Internal recruitment helps to raise the morale of
employees and develops cordial relations at
managerial levels.
It reduces labour turnover as capable
employees get internal promotions.
Internal recruitment is a quick and more reliable
method.
People recruited internally do not need
induction/ induction training.
11. LIMITATIONS OF INTERNAL
SOURCES OF RECRUITMENT
Internal promotions create a feeling of
discontent among those who are not
promoted.
It prevents the entry of young blood in the
organisation.
Promotion to certain key posts may not be
possible due to non- availability of
competent persons.
12. The organization will not be able to attract
capable persons from outside if internal
sources are used extensively.
It may encourage favoritism and nepotism
within the organization.
Promotions by seniority may not be always
beneficial to the organisation.
13. Campus Selection----- EXTERNAL SOURCES OF
Placement services are
provided by all the colleges. RECRUITMENT
Promising students get job
security immediately after
securing degrees due to such
campus selection / interviews.
Press Advertisement-Its
purpose is to give publicity to
vacancies available in the
organisation and also
appealing deserving
candidates to submit
applications.
14. Deputation of Personnel------For executive positions for
short period, the services of an executive from another
company can be used on loan basis.
Management training schemes------Here, the young
talented candidates of the age group 20 to 25 are
selected as trainee executives in different areas such as
accounts, technical and commercial.
Walk, write, and talk ins------The advertisement mentions
date, day and timing during which the applicant walks in.
Write ins are those who submit written inquiries. Talk ins
are the direct detailed talks with the employer.
15. ADVANTAGES OF EXTERNAL
SOURCES OF RECRUITMENT
Entry of young blood in the organisation is
possible.
Wide scope is available for selection.
Selection can be made in an impartial
manner as large number of qualified and
interested candidates are available.
Scope for heartburn and jealousy can be
avoided by recruiting from outside.
16. DISADVANTAGES OF EXTERNAL
SOURCES OF RECRUITMENT
External recruitment leads to labour turnover particularly
of skilled, experienced and ambitious employees.
The relations between employer and employees
deteriorate leading to industrial disputes and strikes.
The present employees may loose their sense of
security.
Employees feel frustrated due to external recruitment
and their morale goes down.
17. Head-hunter
A “Headhunter" is industry term for a third-party
recruiter who seeks out candidates, often when
normal recruitment efforts have failed.
Headhunters are generally considered more
aggressive than in-house recruiters or may have
pre-existing industry experience and contacts.
They are frequently members in good standing
of industry trade groups and associations.
Headhunters will often attend trade shows and
other meetings nationally or even internationally
that may be attended by potential candidates
and hiring managers.
18. Headhunters are typically small operations that make
high margins on candidate placements (sometimes more
than 30% of the candidate’s annual compensation). Due
to their higher costs, headhunters are usually employed
to fill senior management and executive level roles.
Headhunters are also used to recruit very specialized
individuals; for example, in some fields, such as
emerging scientific research areas, there may only be a
handful of top-level professionals who are active in the
field. In this case, since there are so few qualified
candidates, it makes more sense to directly recruit them
one-by-one, rather than advertise internationally for
candidates.
19. In-House Recruitment
Larger employers tend to undertake their
own in-house recruitment, using their
human resources department, front-line
hiring managers and recruitment
personnel who handle targeted functions
and populations.
In addition to coordinating with the
agencies mentioned above, in-house
recruiters may advertise job vacancies on
their own websites, coordinate internal
employee referrals, work with external
associations, trade groups and/or focus on
campus graduate recruitment.
While job postings are common,
networking is by far the most significant
approach when reaching out to fill
positions. Alternatively a large employer
may choose to outsource all or some of
their recruitment process(Recruitment
Process Outsourcing).
20. Onboarding
"Onboarding" is a term which describes the
introduction or "induction" process. A well-
planned introduction helps new employees
become fully operational quickly and is often
integrated with a new company and
environment. Onboarding is included in the
recruitment process for retention purposes.
Many companies have onboarding campaigns in
hopes to retain top talent that is new to the
company, campaigns may last anywhere from a
week to 6 months.
21. Internet Recruitment / Websites
Such sites have two main features: job boards and
resume/curriculum vitae (CV) database. Job boards
allow member companies to post job vacancies.
Alternatively, candidates can upload a résumé to be
included in searches by member companies. Fees are
charged for job postings and access to search resumes.
Since the late 1990s, the recruitment website has
evolved to encompass end-to-end recruitment. Websites
capture candidate details and then pool them in client
accessed candidate management interfaces (also
online).
Online recruitment websites can be very helpful to find
candidates that are very actively looking for work and
post their resumes online, but they will not attract the
"passive" candidates who might respond favorably to an
opportunity that is presented to them through other
means.
