• Recruitment is the discovering of potential applicants for actual or
anticipated organizational vacancies. Its a linking activity bringing
together those with jobs and those seeking jobs.
• This is the first stage in the process which continues with selection
and ceases with the placement of the candidate.
• Definition: “Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to
employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working
• The main objective is to locate sources of manpower to meet job
requirements and job specialization.
• The factors are the internal and external as follows
Internal factors are:
• Recruitment policy of the organization
• Human resource planning strategy of the company
• Size of the organization and the number of employees employed
• Cost involved in recruitment employees
• Growth and expansion plans of the organization.
Supply and demand of specific skills in the labour market
Political and legal considerations such as reservation of jobs for sc/st
Company’s image perception of the job seekers about the company
STEPS ON RECRUITMENT
• Strategy Development
• Evaluation and Control
Recruitment policy of any organization is derived from the personnel
policy of the same organization. Such a policy may involve a commitment
of broad principles such as filling vacancies with the best qualified
individuals. It may also involve the organization system to be developed
for implementing recruitment programme and procedures to the employed.
Factors involved in Recruitment Policy
• Providing suitable jobs which can be handled easily by physically
handicapped workers & minority sections.
• Treating all the employees fairly & equally in all employment
relationships including salary , benefits Promotions & transfers.
• To encourage one or more strong, effective, responsible trade unions
among the employees.
• Providing security to the employees
Recruitment practices vary from one organization to another. The
most commonly adopted practice is to centralise the recruitment &
selection function in a single office.
Benefits of centralised recruitment.
• It reduces the administrative cost.
• It tends to make the selection of workers scientific.
• It tends to reduce favoritism as a basis for selection.
It Includes Internal & External Source.
Internal Sources Include:
• Present permanent employees
• Present temporary /causal employees
• Retrenched or retired employees
• Dependents of deceased disabled& present employees.
External Sources Include
• Educational & training Institutes
• Private employment agencies
• Professional Associations
• Casual Applicants
MERITS & DEMERITS OF
INTERNAL & EXTERNAL
• It improves morale of employees
• It Promotes loyalty among the employees, for it gives them a sense of
• It often leads to inbreeding & discourages new blood from entering an
• There are responsibilities that internal sources may dry up & it may
be difficult to find the requisite personnel from within organization.
• Since persons are recruited from large market the best selection can
• In long run this source proves economical because potential
employees need not train for their job.
• However this system suffers from what is called “brain drain”,
especially when experienced persons are raided or hunted by sister
Techniques of Recruitment
Recruitment techniques are the means by which management contacts
prospective employees or provides necessary information or exchange
ideas or stimulates them to apply for jobs. Management uses different
techniques like :
• Third party method
Computer data bank
Casual labor or applicant at gate
Recruitment Practices in India
Public employment exchange
Candidates introduced by friends and relatives
Private employment agenciesconsultants
Sons of soil
Specified communities and categories