This chapter focuses on the preparation involved in the recruitment process, including identifying staffing needs, defining job roles, creating job descriptions, and planning effective recruitment strategies. It highlights the importance of attracting qualified candidates, selecting the right platforms for job postings, and ensuring a smooth and structured hiring process to meet organisational goals.

1. RECRUITMENT
BY
Harishkumar M
Department of Management
Kristu Jayanti College

2. RECRUITMENT
Recruitment is a positive process of searching for prospective employees and stimulating
them to apply for job opportunities. When more people apply for jobs, there will be a scope
for recruiting better people.
In simple words, the term recruitment refers to discovering the source from where potential
employees may be selected. It stimulates people to apply for jobs; hence it is a positive
process.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified
personnel and making out selection of requisite manpower both in their quantitative and
qualitative aspect. It is the development and maintenance of adequate man- power resources.
This is the first stage of the process of selection and is completed with placement.

3. Definition:
According to Edwin B. Flippo, ‘Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organisation’.
According to Dale S. Beach, ‘Recruitment is the development and maintenance of adequate
manpower resources. It involves the creation of a pool of available labour upon whom the
organisation can draw when it needs additional employees.’

4. Sources of Recruitments:
1. Internal sources 2. External Sources
2. Internal Sources
Internal sources of recruitment refer to hiring employees within the organization internally. In
other words, applicants seeking for the different positions are those who are currently
employed with the same organization. Internal sources of recruitment are the best and the
easiest way of selecting resources as performance of their work is already known to the
organization.
• Promotions
• Transfers
• Recruiting Former Employees
• Internal Advertisements
• Employee Referrals
• Previous Applicants

5. External Sources:
External sources of recruitment refer to hiring employees outside the organization externally. In
other words, the applicants seeking job opportunities, in this case are external to the
organization. External employees bring innovativeness and fresh thoughts to the organization.
Although hiring through external sources is a bit expensive and tough, it has tremendous
potential of driving the organization forward in achieving its goals.
 Direct Recruitment
 Employment Exchanges
 Employment Agencies
 Advertisements
 Professional Association
 Campus Recruitment
 Word of Mouth Advertising

6. Methods of Recruitment:
There are three main methods of recruitment: direct, indirect, and third-party.
Direct Recruitment:
 Direct recruitment involves sending someone to contact the potential candidate.
 The direct method of recruitment eliminates the need for middlemen, such as professors or
recruiters. Direct recruitment is the most commonly used on-campus recruitment. Some
methods of direct recruitment include job fairs and institutional visits.
Indirect recruitment:
Indirect recruitment involves informing the potential candidate about the job vacancy through
different channels of advertisement.
Third-party recruitment:
Third-party recruitment methods involve hiring a recruiter who will contact potential
candidates on behalf of the organisation.

7. The other methods of recruitment in HRM are –
 Social Media.
 Video Conferencing.
 Traditional advertising copywriting brief.
 Content marketing brief.
 Search Engine Optimisation (SEO) brief.
 Internships and apprenticeships.
 Employment exchanges.
 Promotion and transfers.
 Word of mouth.
 Networking.
 Employee Referrals.
 Job fairs.
 College Recruiting.
 Head-hunters.

8. Steps in the recruitment process
1. Identify the hiring need: Determine the role that needs to be filled and the skills required for the
position
2. Create a job description: Write a job description that outlines the responsibilities of the role and the
company's expectations for the candidate
3. Source candidates: Find candidates who meet the job requirements
4. Screen resumes: Review resumes and cover letters to identify potential candidates
5. Conduct interviews: Invite shortlisted candidates for interviews to assess their suitability for the role
6. Evaluate candidates: Assess the candidates' fit for the role and the company
7. Make an offer: Extend a job offer to the candidate who best meets the company's needs
8. Onboard the new employee: Ensure the new employee has access to the resources and
processes they need to be successful

9. Factors affecting on recruitments
I Internal Factors: Factors within the organization that affect recruitment:
1.Size of the Organization
Larger organizations usually have more recruitment resources and greater hiring needs compared to smaller ones.
2. Recruitment Policy
Whether the company prefers internal promotions (internal recruitment) or hiring from outside (external recruitment).
3. Company Growth and Expansion
Growing companies often recruit more to meet their expanding operations.
4. Budgetary Constraints
Recruitment depends on available financial resources. Tight budgets may limit hiring.
5. Company Culture and Employer Branding
A positive work environment and good reputation attract better candidates.
6. Job Requirements
Specific qualifications, skills, and experience needed for roles determine the pool of candidates.
7. Internal Labor Supply
Availability of qualified candidates within the organization can reduce the need for external hiring.

10. II. External Factors: External conditions and trends that impact recruitment:
1.Labor Market Conditions
Availability of skilled labour in the job market influences recruitment ease and competition.
2.Economic Environment
In times of economic growth, recruitment is easier due to job seekers’ availability. Recessions may create challenges.
3.Legal and Regulatory Framework
Employment laws, anti-discrimination policies, and labor rights can influence recruitment practices.
4.Technological Advancements
Adoption of HR software or platforms like LinkedIn can make recruitment faster and more efficient.
5.Social and Demographic Trends
Factors like age, education levels, and diversity in the labor pool impact candidate availability.
6.Competitors’ Strategies
Competitors offering better pay, benefits, or working conditions can attract talent away.
7.Globalization
Recruitment may be influenced by global talent pools, particularly in industries like IT and engineering.
8.Unemployment Rate
High unemployment increases the number of applicants, while low unemployment creates talent competition.

11. E-Recruitment:
E-Recruitment also known as online recruitment, is the practice of using technology and in particular web-based
resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel. Online
recruitment can reach a larger pool of potential employees and facilitate the selection process.
E-Recruitment process in IT & Service Sector:
IT Sector:
 IT recruitment, is the act of securing talent for information technology firms.
 It evaluates business needs, connect with the right candidates, and deliver talent—all in a timely fashion.
There are two basic types of recruiting that both candidates and recruiters utilize.
a) Passive recruiting: It is a style of recruiting where companies broadcast open positions—on
job boards, their website, or otherwise—to attract new talent.
b) Active recruiting: It uses contingency firms, networking, database work, direct mail
campaigns, and more to reach out to the best candidates.

12. Service Sector:
Recruitment process in service sector:
 Identifying the needs
 Planning
 Searching
 Identifying viable candidates
 Telephonic screening
 Face to face interview
 Onboarding of candidates