In simple terms, recruitment is understood as the
process of searching for & obtaining applicants for
jobs, from among whom the right people can be
“It is the process of finding & attracting capable
applicants for employment. The process begins when
new recruits are sought and ends when their
applications are submitted. The result is a pool of
applicants form which new employees are selected.
A human resource management function, is one of the activities
that impact most critically on the performance of an
Steps in the recruitment process:
• Advertisement of a job vacancy.
• Preliminary contact with potential job candidates.
• Initial screening to create a pool of qualified applicants.
Purpose & Importance
Determine the present & future requirements of the
Identifying potential job applicants.
Increase the pool of job candidates at minimum cost.
Help reduce the probability of candidates leaving the
Meet the organization’s legal & social obligations
regarding the composition of its workforce.
Increase organizational & individual effectiveness.
Factors Governing Recruitment
Time and Cost
Size of the Firm
Prepare job description and person specification
Advertising the vacancy
Conducting interview and decision making
Negotiation and Contract
It is the first step of recruitment process.
Vacancy occurred through
There may be other ways of filling the gap, includes
Reorganize the work
Mechanize the work
Stagger the hours
Make the job part time
Subcontract the work
Use an agency
Prepare job description and person
If your decision is that you are going to recruit, the next
step is to prepare job description and person
Job description includes
breaking the job down into its component parts
Highlighting the chief objectives
listing the key attributes required to undertake the role
Sources of recruitment
Persons who are already working in an
organization constitute the ‘internal sources’. It
includes the existing employees, the retrenched
& retired employees & dependents of deceased
less expensive to recruit internally
No need of job advertisements or recruitment agencies
cost savings and efficiency gains
More knowledgeable and familiar candidates with the
No diverse work force
Limited pool of candidates
Difficult approach to carryout
Sources of recruitment
External recruitment is a type of
recruitment where organizations rely on
suitable applicants from outside the
organization to fill a vacancy.
Injection of Fresh Blood
Long Term Benefits
Various methods of recruitment
Advertisements in local press
Specialist journals and trade press
Job center Plus
Word of mouth/speculative applications
Employee referral scheme
National newspaper advertisements
Commercial job-board Internet sites
Recruitment advertising, also known as Recruitment
communications and Recruitment agency, includes all
communications used by an organization to attract talent to
work within it.
OBJECTIVES OF RECRUITMENT ADVERTISING
Inform potential candidates about
to reach the largest qualified audience
Obtain the number and quality of
employees that can be selected in
order to help the organization to
achieve its goals and objectives
METHODS OF JOB ADVERTISING
Staff magazines and news letter
Advertising in the news papers
DRAFTING THE ADVERTISEMENT
An advertisement should include
Name and brief details of employing
Job role and duties
Instructions about how to apply
• E-recruitment, also known as
online recruitment, is the
practice of using technology
and in particular Web-based
resources for tasks involved
with finding, attracting,
assessing, interviewing and
hiring new personnel.
• Some examples of ERecruitment are.
• Face book
Purpose of E-Recruitment
The purpose of e-recruitment is to
• make the processes involved more efficient and
• less expensive.
• To reach a larger pool of potential employees
International recruitment on a large scale for
building a brand, presence, and name
A qualified candidate on less amount of
pro actively sourcing quality talent
• An employer brand represents the image a company
projects as a potential employer. If you have a strong
employer brand, then your company is considered a
distinctive place to work, with attractive brand values and
The following questions are important in this context:
• What makes your company attractive to applicants and
• What unique selling points should you develop and why?
• What are the reasons that would make an applicant with
similar options decide for or against your offer?
Selection is the process of picking individuals (out of the pool
of job applicants) with requisite qualifications and competence
to fill jobs in the organization.
A formal definition of Selection is:- “ It is the process of
differentiating between applicants in order to identify (and here)
those with a greater likelihood of success in a job.’’
Importance Of Selection
Selecting the right employees is important
for three main reasons: performance, costs
and legal obligations.
The Process Of Selection
Selection is usually a series of hurdles or steps. Each one must be
successfully cleared before the applicant proceeds to the next.
01. Sorting Applicants
02. Arranging the Interview
03. The Interview
04. Selection Tests
Cont.… The Process of Selection
05. Hiring Decision
06. Reference Checks
07. Job offer
08. Negotiation and Contract
Short listing of Candidates
- Background of
required job field
Ask Questions like
-So, tell me something
-Name 3 positive and
3 negative qualities of
-Where do you see
professionally, in 3-5
Final Selection and Hiring
Negotiations and Contract
• Recruitment is said to be positive in its approach as it seeks to
attract as many candidates as possible.
• Selection, on the other hand, is negative in its application in
as it seeks to eliminate as many unqualified applicants as
possible in order to identify the right candidates.
• Recruiting people with the right skills and qualities is essential
for any organization if it is to maintain and improve its
• Careful analysis of the job to be done, and of the competencies
required to do it, is necessary if the right people are to be fitted
into the right job.