The document discusses recruitment in organizations. It begins by asking whether external recruitment brings new ideas or not. Then it defines recruitment as finding qualified candidates for open positions. It lists different types of recruitment needs like planned, anticipated, and unexpected. It discusses the importance and purpose of recruitment in attracting candidates and finding the best fit. It outlines the general recruitment process and different sources of recruitment like internal and external. For internal sources, it gives examples like transfers, promotions, and using current employee referrals. It concludes by discussing the advantages and disadvantages of different recruitment approaches.

1. Capital university of science and
technology

2. "More emphasis should be placed on the external supply
of employees for meeting future needs because these
employees bring new blood into the organization. This
results in more innovative and creative idea." Do you
agree with this statements?

3.  YES I THINK ITS TURE ?
 NO ITS NOT TRUE?
 I THINK ITS DEPEND ON THE SUITABLE SITUATION !
 WHAT DO YOU THINK?

4. Contents
 What is recruitment?
 Recruitment needs
 Processes & purpose
 Types of recruitment
 Sources of recruitment
 Pros and cons
 Conclusion

6. What is recruitment?
 Its the process of finding and hiring the best-qualified
candidate(from within internal or external of an organization) for a
job opening, in a timely and cost effective manner .

7. Recruitments needs
 1. PLANNED: Needs arising from changes in organization and
retirement policy.
 2. ANTICIPATED: Anticipated needs are those movements in
personnel, which an organization can predict by studying trends in
internal and external environment.
 3. UNEXPECTED: Resignation, deaths, accidents, illness, sabbaticals
gives rise to unexpected needs.

8. Importance of recruitment
 Importance:
 It is the process which links employer’s with the employees
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the
composition of its workforce.

9. It purpose and importance
 Purpose:
 Attract and encourage more and more candidates to apply in the
organization.
 Create a talent pool of candidates to enable the selection of best
candidates for the organization.
 Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities

10. Recruitment process
 The recruitment and selection is the major function of the human
resource department and recruitment process is the first step
towards creating the competitive strength and the strategic
advantage for the organizations.

11. General process of recruitment
 Identifying the vacancy: The recruitment process begins with the
human resource department receiving requisitions for recruitment
from any department of the company.
 These contain:
• Posts to be filled
•Number of persons
•Duties to be performed
• Qualifications required

12. Sources of recruitment
 Internal Sources
 External Sources

13.  INTERNAL SOURCES:
 The sources within the organization itself to fill a position are known as the
internal sources of recruitment.
-Transfers
-Promotions
-Upgrading
-Demotion
-Retired Employees Dependents and Relatives of Deceased Employees

14. Advantages of Internal recruiting
 Recruiting cost

15. Their advantages and disadvantages

17. Conclusion