Is the process of identifying and
generating a pool of capable people to
It not only satisfy a company’s
needs, it’s an activity which influences
the shape of the company’s future.
Maintenance- health & safety, good
Records, Research & Audit for present
& future control
Procurement of personnel
Determination of kind or quality of personnel
-Role Analysis Technique
Determination of quantity of personnel needed –
Man-power Planning , and
Recruitment ,selection & placement
Man Power Planning
Program to Meet
Recruitment - Definition
William F Glueck – set of
organization uses to
characteristics to help the
reach its objectives.
Byars & Rue –Involves seeking &
attracting a pool of people from which
qualified candidates for job vacancies
can be chosen.
-The process starts with identification of
job openings due to-attrition;
-Reengineering of work place, etc.
Pre-requisites of a sound Recruitment
Conformity with its general policies-flexible enough to meet the changing needs
of an organization.
-be designed so as to ensure
employment opportunities on long term
basis to achieve organizational
-match the qualities of employees
-Highlight the meeting of established job
The Recruitment and Selection Process –
Decide what positions you’ll have to fill through
personnel planning and forecasting.
Build a pool of candidates for these jobs by recruiting
internal or external candidates.
Have candidates complete application forms and
perhaps undergo an initial screening interview.
Use selection techniques like tests, background
investigations, and physical exams to identify viable
Decide who to make an offer to, by having the
supervisor and perhaps others on the team interview
The Recruitment and Selection
The recruitment and selection process is a series of
hurdles aimed at selecting the best candidate for the job.
Source of Recruitment depends
upon Nature and size of the company;
Level of vacancies to be filled up;
Number of vacancies to be filled up;
Time period to fill the vacancy.
Types of jobs involved,and
Supply of labour relative to demand,
and labour market.
an open job to employees
(often by literally posting it on bulletin
boards) and listing its attributes.
Examination of HR records for potential
Re-hiring former employees
are known quantities.
They know the firm and its culture.
may have less-than positive
Rehiring may sent the wrong message
to current employees about how to get
Internal Sources of Candidates:
Hiring from Within
Benefits of Internal Candidates
Demerits of Internal Recruitment
Often leads to inbreeding, and discourages
new blood from entering an organisation.
Possibilities of internal sources “drying up”,
and it may be difficult to find the requisite
personnel from within an organisation.
As promotion is based on seniority, the
danger is that really capable hands may not
Failed applicants become discontented
Usually, internal sources can be used
effectively if the number of vacancies
are not very large, adequate employee
records are maintained, and employees
It is limited primarily to entry-level
jobs. Jobs above the entry level are
usually filled with current employees
Promotional opportunities lead to
reduced turnover, increased job
External Recruitment– selecting the best candidates
– creating new organizational culture and
– lack loyalty and high turnover rate
– difficult to persuade local partner to
accept this practice
Sources of recruitment
thru job posting/HRIS
– Present employees
Present Temp/ Casual
– Retrenched / Retired
– Dependents of diseased,
disabled , retired and
– Educational & Training
– Pvt employment
– Public employment
– Professional Asso.
– Data banks
– Trade Unions
Types of External Recruitment
Educational & Training Institutesfresh work force, easily fit in the firm’s
work culture .
IBM sponsors leadership development
workshops to partly position itself as a
company that values leadership.