The document discusses the recruitment process, including defining recruitment, its importance and purposes, factors affecting recruitment, sources of recruitment, and challenges. It outlines the key steps in recruitment as identifying vacancies, developing job descriptions and specifications, devising recruitment strategies, searching for and screening candidates, evaluating candidates, and selecting and hiring the best candidate. Recruitment strategies include using internal sources like promotions and transfers or external sources like advertisements. The success of recruitment depends on both internal organizational factors and external market forces.

2. TABLE OF CONTENT
• MEANING OF RECRIUTMENT
• IMPORTANCE AND PURPOSE
• PROCESS
• FACTORS AFFECTINGRECRUITMENT
• SOURCES OF RECRUITMENT
• CHALLENGES OF RECRUITMENT
• RECENT TREND IN RECRUITMENT

3. MEANING
• THE PROCESS OF FINDING AND HIRING THE BEST-QUALIFIED CANDIDATE (FROM WITHIN OR
OUTSIDE OF AN ORGANIZATION) FOR A JOB OPENING, IN A TIMELY AND COST EFFECTIVE MANNER.
THE RECRUITMENT PROCESS INCLUDES ANALYZING THE REQUIREMENTS OF A JOB, ATTRACTING
EMPLOYEES TO THAT JOB, SCREENING AND SELECTING APPLICANTS, HIRING, AND INTEGRATING
THE NEW EMPLOYEE TO THE ORGANIZATION.

5. IMPORTANCE OF RECRUITMENT
• FILLING UP THE POSITION WITH RIGHT CANDIDATE
• NAME AND GROWTH OF COMPANY
• MEETING THE PRESENT AND FUTURE REQUIREMENTS
• EMPTY SEATS GET FILLED UP QUICKLY
• A BACKGROUND CHECK OF THE CANDIDATES
• GETTING LOYAL CANDIDATES ON BOARD
• SIMPLIFYING THE JOB

6. FILLING UP THE POSITION WITH RIGHT
CANDIDATE

7. NAME AND GROWTH OF COMPANIES

8. MEETING THE PRESENT AND FUTURE
REQUIREMENTS
AS COMPANY REQUIRED

9. EMPTY SEATS GET FILLED UP QUICKLY
RECRUITMENT LETTER

10. A BACKGROUND CHECK OF THE
CANDIDATES

11. SIMPLIFYING THE JOB

12. NEED OF RECRUITMENT
• RECRUITMENT IS THE PROCESS OF INVITING MAXIMUM TALENT POOL TO THE ORGANISATION. IT IS A
ROUTE TO DISCOVER MANPOWER.
•

13. THERE ARE THREEE NEEDS
• 1. PLANNED:
• I.E., THE 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 GIVE RISE TO UNEXPECTED NEEDS.

14. 1. PLANNED:
I.E., THE NEEDS ARISING FROM CHANGES IN
ORGANIZATION AND RETIREMENT POLICY.

15. 2. ANTICIPATED:
BY STUDYING TRENDS IN INTERNAL AND
EXTERNAL ENVIRONMENT

16. . UNEXPECTED:
RESIGNATION, DEATHS, ACCIDENTS,
ILLNESS GIVE RISE TO UNEXPECTED NEEDS.

17. FACTORS AFFECTING RECRUITMENT
• BROADLY THERE ARE TWO FACTORS WHICH AFFECTS THE RECRUITMENT
• 1.EXTERNAL 2. INTERNAL

18. INTERNAL
• SIZE OF THE ORGANISATION :
THE SIZE OF THE ORGANIZATION AFFECTS THE RECRUITMENT PROCESS. IF THE ORGANIZATION IS PLANNING
TO INCREASE ITS OPERATIONS AND EXPAND ITS BUSINESS, IT WILL THINK OF HIRING MORE PERSONNEL,
WHICH WILL HANDLE ITS OPERATIONS.

19. GROWTH AND EXPANSION
• ORGANIZATION WILL UTILIZE OR CONSIDER UTILIZING MORE WORK FORCE IN THE EVENT THAT IT IS
GROWING ITS OPERATIONS.

20. RECRUITMENT POLICY OF THE
ORGANIZATION
• THE RECRUITMENT POLICY OF THE ORGANIZATION I.E. RECRUITING FROM INTERNAL SOURCES AND
EXTERNAL ALSO AFFECT THE RECRUITMENT PROCESS. THE RECRUITMENT POLICY OF AN ORGANIZATION
DETERMINES THE DESTINATIONS OR ENLISTMENT AND GIVES A STRUCTURE TO USAGE OF RECRUITMENT
PROGRAM.

21. EXTERNAL FORCES:-THE FORCES WHICH CANNOT BE
CONTROLLED BY THE ORGANIZATION. THE MAJOR EXTERNAL FORCES ARE:
• 1. SUPPLY AND DEMAND
• COMPETITORS

23. RECRUITMENT PLANNING
IDENTIFYING VACANCY
JOB ANALYSIS
JOB DESCRIPTION
JOB SPECIFICATION
JOB EVALUATION

24. STRATERGY DEVELOPMENT
• RECRUITMENT STRATEGY IS THE SECOND STEP OF THE RECRUITMENT PROCESS, WHERE A STRATEGY IS
PREPAREDFOR HIRING THE RESOURCES. AFTER COMPLETING THE PREPARATION OF JOB DESCRIPTIONS
AND JOB SPECIFICATIONS, THE NEXT STEP IS TO DECIDE WHICH STRATEGY TO ADOPT FOR RECRUITING
THE POTENTIAL CANDIDATES FOR THE ORGANIZATION.
• MAKE OR BUY EMPLOYEES
• TYPES OF RECRUITMENT
• GEOGRAPHICAL AREA
• RECRUITMENT SOURCES

25. SEARCHING
INTERNAL
• PROMOTIONS
• TRANSFERS
• FORMER EMPLOYEES
• INTERNAL ADVERTISEMENTS (JOB POSTING)
• EMPLOYEE REFERRALS
• PREVIOUS APPLICANTS
EXTERNAL
• DIRECT RECRUITMENT
• EMPLOYMENT EXCHANGES
• EMPLOYMENT AGENCIES
• ADVERTISEMENTS
• PROFESSIONAL ASSOCIATIONS
• CAMPUS RECRUITMENT
• WORD OF MOUTH

26. SCREENING
REVIEWING OF RESUMES
AND COVER LETTERS
REASON FOR CHANGE OF JOB
LONGEVITY WITH EACH ORGANIZATION
LONG GAPS IN EMPLOYMENT
JOB-HOPPING
LACK OF CAREER PROGRESSION
CONDUCTING TELEPHONIC
OR VIDEO INTERVIEW
IT HELPS IN VERIFYING THE CANDIDATES,
WHETHER THEY ARE ACTIVE AND AVAILABLE.
IT ALSO HELPS IN GIVING A QUICK INSIGHT
ABOUT THE CANDIDATE’S ATTITUDE, ABILITY
TO ANSWER INTERVIEW QUESTIONS, AND
COMMUNICATION SKILLS.
IDENTIFYING THE TOP
CANDIDATES
SHORTLISTING 5 TO 10 RESUMES FOR REVIEW
BY THE HIRING MANAGERS
PROVIDING INSIGHTS AND
RECOMMENDATIONS TO THE HIRING MANAGER
HELPS THE HIRING MANAGERS TO TAKE A
DECISION IN HIRING THE RIGHT CANDIDATE

27. EVALUATING AND CONTROL
SELECT BEST ONE
ASSIGN JOB
FIX THE SALARY
LETEER OF JOINING

28. SOURCES OF RECRUITMENT
INTERNAL
PROMOTIONS
TRANSFERS
RETIREMENTS
ADVANTAGE
THE EXISTING EMPLOYEES GET MOTIVATED.
COST IS SAVED
IT BUILDS LOYALTY AMONG EMPLOYEES
TRAINING COST IS SAVED
IT MAY NOT BE ALWAYS IN THE GOOD
THE PERFORMANCE OF THE EXISTING
EMPLOYEES MAY NOT BE AS EFFICIENT AS
BEFORE.
YOUNG PEOPLE WITH THE KNOWLEDGE OF
MODEM TECHNOLOGY AND INNOVATIVE IDEAS
DO NOT GET THE CHANCE.

29. SOURCES OF RECRUITMENT
EXTERNAL
PRESS ADVERTISEMENT
CAMPUS INTERVIEWS
PLACEMENT AGENCIES
E-RECRUITMENT
ADVANTAGE
NEW TALENTS GET THE OPPORTUNITY.
THE BEST SELECTION IS POSSIBLE AS A LARGE
NUMBER OF CANDIDATES APPLY FOR THE JOB.
DISADVANTAGE
IT GIVES A SENSE OF INSECURITY AMONG THE
EXISTING CANDIDATES.
IT INCREASES THE COST AS ADVERTISEMENT