MEANING AND
DEFINITION OF
RECRUITMENT
• Recruitment is the discovering of potential applicants for actual or
anticipated o...
• Definition: “Recruitment is a process to discover the sources of
manpower to meet the requirements of the staffing sched...
FACTORS AFFECTING
RECRUITMENT
• The factors are the internal and external as follows
Internal factors are:
• Recruitment p...
External factors
•

Supply and demand of specific skills in the labour market

•

Political and legal considerations such ...
STEPS ON RECRUITMENT
PROCESS
• Planning
• Strategy Development
• Searching
• Screening
• Evaluation and Control
RECRUITMENT POLICY
Recruitment policy of any organization is derived from the personnel
policy of the same organization. S...
Factors involved in Recruitment Policy
• Providing suitable jobs which can be handled easily by physically
handicapped wor...
Recruitment Organization.
Recruitment practices vary from one organization to another. The
most commonly adopted practice ...
SOURCES OF
RECRUITMENT
It Includes Internal & External Source.
Internal Sources Include:
• Present permanent employees
• P...
External Sources Include
• Educational & training Institutes
• Private employment agencies
• Professional Associations
• C...
MERITS & DEMERITS OF
INTERNAL & EXTERNAL
SOURCES
Internal Sources:
Merits
• It improves morale of employees
• It Promotes ...
External Sources
Merits
• Since persons are recruited from large market the best selection can
be made.
• In long run this...
Techniques of Recruitment

Recruitment techniques are the means by which management contacts
prospective employees or prov...
• Third party method
Schoolscolleges
employee referral
Unconsolidated application
Computer data bank
Casual labor or appli...
Recruitment Practices in India
Internal sources
Badli lists
Public employment exchange
Casual labor
Candidates introduced ...
Recruitment and selection
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Recruitment and selection

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Recruitment and selection

  1. 1. MEANING AND DEFINITION OF RECRUITMENT • 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.
  2. 2. • 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 force.”-YODER • The main objective is to locate sources of manpower to meet job requirements and job specialization.
  3. 3. FACTORS AFFECTING RECRUITMENT • 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.
  4. 4. External factors • 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
  5. 5. STEPS ON RECRUITMENT PROCESS • Planning • Strategy Development • Searching • Screening • Evaluation and Control
  6. 6. RECRUITMENT POLICY 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.
  7. 7. 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
  8. 8. Recruitment Organization. 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.
  9. 9. SOURCES OF RECRUITMENT 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.
  10. 10. External Sources Include • Educational & training Institutes • Private employment agencies • Professional Associations • Casual Applicants
  11. 11. MERITS & DEMERITS OF INTERNAL & EXTERNAL SOURCES Internal Sources: Merits • It improves morale of employees • It Promotes loyalty among the employees, for it gives them a sense of job security Demerits • It often leads to inbreeding & discourages new blood from entering an organization. • There are responsibilities that internal sources may dry up & it may be difficult to find the requisite personnel from within organization.
  12. 12. External Sources Merits • Since persons are recruited from large market the best selection can be made. • In long run this source proves economical because potential employees need not train for their job. Demerits • However this system suffers from what is called “brain drain”, especially when experienced persons are raided or hunted by sister concerns.
  13. 13. 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 : • Promotion • Transfers • Recommendations • Scouting • Advertising
  14. 14. • Third party method Schoolscolleges employee referral Unconsolidated application Computer data bank Casual labor or applicant at gate Trade unions
  15. 15. Recruitment Practices in India Internal sources Badli lists Public employment exchange Casual labor Candidates introduced by friends and relatives Private employment agenciesconsultants Campus recruitment Sons of soil Specified communities and categories

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