Definition and Meaning of Recruitment
According to Edwin B. Flippo,“ Recruitment is the
process of searching the candidates for employment
and stimulating them to apply for jobs in the
Is the activity that links the employers and the job
seekers. A process of finding and attracting capable
applicants for employment
Definition According to Thomas stone “Selection is the process
of differentiating between applicants in order to indentify and
hire those with a greater likelihood of success on the jobs
In simple words……
It is the functions perform by the management of selecting the
right employees at the right time After identifying the sources of
human resources, searching for prospective employees and
stimulating them to apply for jobs in an organization .The
objective of the selection decision is to choose the individual
who can most successfully perform the job from the pool of
It the process of searching the
candidates for employment and
stimulating them to apply for jobs in
The basic purpose of recruitments is
to create a talent pool of candidates
to enable the selection of best
candidates for the organisation, by
attracting more and more
employees to apply in the
Recruitment is a positive process i.e.
encouraging more and more
employees to apply .
Recruitment is concerned with
tapping the sources of human
There is no contract of recruitment
established in recruitment
It Involves the series of steps by
which the candidates are screened
for choosing the most suitable
persons for vacant posts. T
he basic purpose of selection
process is to choose the right
candidate to fill the various
positions in the organisation.
Selection is a negative process as it
involves rejection of the unsuitable
Selection is concerned with
selecting the most suitable
candidate through various
interviews and tests.
Selection results in a contract
of service between the employer and
the selected employee.
Cheaper and quicker to recruit
People already familiar with the business
and how it operates.
Provides opportunities for promotion
with in the business – can be motivating.
Business already knows the strengths
and weaknesses of candidates
Limits the number of potential
No new ideas can be introduced from
outside the business.
Creates another vacancy which needs to
Outside people bring in new ideas.
Larger pool of workers from which to
find the best candidate.
People have a wider range of experience.
More expensive process due to
advertisements and interviews required.
Recruitment needs are of three types
Trends are being seen in recruitment
Prepare job description and specification
Advertising the vacancy
Managing the response
Conducting interview and decision making
Behavior & Demeanor
Able & Suitable
Not team Player
Problems with co/workers
Part of the problem
Not the solution
Not my job syndrome
Lacks Skills to do the job
Drive: A desire to get things done. Goal-Oriented.
Motivation: Enthusiasm and willingness to ask questions.
Does extra on every job.
Communication skills: The ability to talk and write
effectively to people at all levels.
Chemistry: Gets along with others, A team player.
Energy: Someone who goes the extra mile, pays attention to
detail, looks for solutions.
Determination: Does not quit when a problem gets tough.
Confidence: Not arrogant. Poise. Friendly, honest and open
to employees high and low. Not intimidated by
management, nor overly familiar.
Reliability: Following up, not relying on anyone else to ensure the job is
well done, keeps management informed.
Honesty/Integrity: Taking responsibility for own actions, Good and
Pride: Pays attention to details all jobs done to best of their ability.
Dedication: Whatever it takes in time and effort to see a project
through to completion.
Analytical Skills: Weighing the pros and cons. Weighing the short-and
long term benefits against all possible negatives.
Listening Skills: Listening and understanding, as opposed to waiting
your turn to speak.
Uses for the Profiles
Profiles can generate the following
Individual Report- A guide for self-understanding
Placement Report- Selecting the right people through Job
Multi-Job Match Report- Useful for succession planning
and reassigning employees to new positions.
Coaching Report- An excellent training and development
Job Analysis Survey Report- Used with job descriptions to
more accurately define job requirements.
Summary Reports- To give you a “snapshot “ of