Recruitment is the process of finding and hiring qualified candidates to fill job vacancies. It is a critical process for business success. The document outlines the steps in recruitment including planning, identifying sources, contacting sources, application review, selection, and evaluation. Factors like business needs, internal promotion, workload can drive recruitment. Both internal and external recruitment are discussed along with their advantages and disadvantages.

1. EMPLOYEE HIRING

2. Recruitment can be defined as the process of
finding out prospective candidates for filling
actual vacancies in an organisation.
THE PROCESS OF RECRUITMENT IS ONE OF THE
MOST SINGNIFICANT ASPECT FOR OPERATING
A BUSINESS SUCCESSFULLY.

3.  “RECRUITMENT IS THE PROCESS OF
SEARCHING FOR PROSPECTIVE EMPLOYEES
AND STIMULATING THEM TO APPLY FOR JOBS
IN THE ORGANISATION.

4. POSITIVE
FUNCTION
CONTINUOUS
PROESS
LINKING
ACTIVITY
PERVASIVE
FUNCTION
TWOWAY
PROCESS

5.  BUSINESS GROWTH
 FILLING VACANCIES CAUSED DUE TO STAFF
TURN OVER
 CHANGING JOB ROLES
 INTERNAL PROMOTION
 INCREASING WORKLOAD

6.  BUSINESS GROWTH- RECRUITMENT IS
MANDATORY FOR THE BUSINESS TO
GROW,SINCE A BUSINESS WHICH IS RERUITING
INDICATES ITS GROWTH.
 CHANGING JOB ROLES- IN PRESENT WORLD,
WORK IS CHANGING CONTINUOUSLY. THE
SKILL THAT SEEM TO BE OF VALUE TODAY
MIGHT TURN REDUNDANT NEXT YEAR AND A
NEW SET OF SKILLS WILL BE NEEDED.
 INTERNAL PROMOTION- ORGANISATIONS
PRACTICE MOTIVATING THEIR EMPLOYEES TO
GO FOR MORE CHALLENGING AND HIGHER
PAID JOBS WITH IN THE ORGANISATION.

7. RECRUITMENT
PLANNING
IDENTIFYING
RECRUITMENT
SOURCES
CONTACTING
SOURCES
APPLICATION
POOL
SELECTION
PROCESS
EVALUATION AND
CONTROL

8.  NUMBER OF CONTACTS: ORGANISATIONS
ALWAYS INTEND TO ATTRACT MORE THAN
THE REQUIRED CANDIDATES AS THEY WANT
TO MAKE THE BEST CHOICE OUT OF A LARGE
NUMBER OF CANDIDATES.
 TYPE OF CONTACTS- IT INVOLVES THE TYPES
OF PEOPLE OF PEOPLE TO BE MADE AWARE
ABOUT THE JOB VACANCIES ACCORDING TO
JOB DISCRIPTION AND JOB SPECIFICATION.

9. ONCE A RECRUITMENT PLAN IS FINASED
REPRESENTING THE NUMBER AND TYPE OF
POTENTIAL CANDIDATES;THEY MUST BE
ATTRACTED IN SUCH A WAY THAT THEY
OFFER THEMSELVES FOR EMPLOYMENT.
HENCE ,IT IS ESSENTIAL TO IDENTIFY THE
SOURCES FROM WHICH THESE CANDIDATES
CAN BE ATTRACTED.

10.  AFTER THE FINAL DECISION ABOUT THE
SOURCES OF SELECTING THE POTENTIAL
CANDIDATES, THE PROCEDURE OF
CONTACTING THESE SOURES IS
INITIATED.RECRUITMENT IS TWO WAY
PROCESS AND THERE ARE MAINLY TWO
PARTIES.
 1-RECRUITER
 2-RECRUITEE

11.  THE FINAL AIM IS TO ATTRACT MORE AND
MORE CANDIDATES SO AS TO MAINTAIN
FLEXIBILITY IN SELECTION,NO MATTER WHAT
METHOD OF RECRUITMENT IS USED.THE
ORGANISATION STARTS RECEIVING
APPLICATIONS FROM POTENTIAL
CANDIDATES AS SOON AS THE SOURCE OF
RECRUITMENT ARE CONTACTED.

12.  THE PROCESS OF CLASSIFYING APPLICANTS,IN
ORDER TO HIRE THOSE WHO ARE MORE
COMPETENT FOR THE JOB, IS CALLED
SELECTION.
 THE SELECTION PROCESS INVOLVES EXPERT
EMPLOYEES WHO ARE PROFICIENT IN USING
SELECTION TESTS,CONDUCTING INTERVIEWS
ETC.

13.  IT IS NECESSARY TO ENHANCE THE
EFFFICIENCY OF RECRUITMENT ATTEMPTS IN
FUTURE .
 IT SHOULD BE KEPT IN MIND THAT
RECRUITMENT IS AN EXPENSIVE
PROCESS,INVOLVING COSTS SUCH AS THE
RECRUITER”S SALARY,ADVERTISING
COST,MANAGERS SALARIES AND VARIOUS
OTHER COSTS.
 IT IS THUS NECESSARY TO EVALUATE THE
PROCESS OF RECRUITMENT.

14. FACTOR AFFECTING RECRUITMENT
(A) External Force-
 Supply and demand
 Unemployment rate
 Labour market
 Political legal
 Image
(B) Internal Force-
 Recruitment Policy
 HRP
 Size of the firm
 Cost
 Growth and expansion

15. Strategy Development
(1) Make or Buy- firm must decide whether to hire
less skilled employees and invest on training and
education programms, or they can hire skilled
labour and professionals.
(2) Technology sophistication.
(3) Where to look
(4) How to look.
Internal Recruitments-
(i) Present employees
(ii) Employee Referrals- It can be a good source of
recruitment. When employees recommend
successful referrals, they (the former) are paid
monetary incentives which are called “finders
fees’’.

16. (iii) Former employees- It is also an internal source
of applicant. Some retired employees may be
willing to come back to work on a part time basis
or may recommend someone who would be
interested in working for the company.
External Recruitment-
(i) Professional or Trade associations.
(ii) Advertisements.
(iii)Wall-ins, write –ins and talk-ins.

17. Source of Recruitment-
(1) Present employees-
 Professional or Trade Associations
 Advertisements
 Employment Exchanges
 Campus Recruitment
(2) Employee Referrals-
 Wall-ins and write-ins
 Consultants
(3) Former Employees-
 Contractors
 Displaced Persons
(4) Previous Applicants-
 Radio and Television
 Acquisitions and mergers
 Competitors
 E-Recruiting

19. Internal Recruitment-
Advantage-
(i) It is less costly.
(ii) Candidates are already oriented towards
company.
(iii) Enhancement of employee morale and
motivation.
(iv) Organization have better knowledge about the
internal candidates.
(v) Good performances is rewarded.

20. Disadvantages-
(i) It perpetuates the old concept of doing things.
(ii) Candidates current work may be affected.
(iii) Politics play greater role.
(iv) Morale problem for those not promoted.

21. External Recruitment-
Advantages-
(i) Benefits of new skills, new talents and new
experience to organizations.
(ii) Compliance with reservation policy becomes easy.
(iii) Scope for resentment, jealousies avoided.

22. Disadvantages-
(i) Better morale and motivation associated with
internal recruiting is denied to the company.
(ii) It is costly.
(iii) Chances of creeping in false positive and false
negatives errors.
(iv) Adjustment of new employees to the
organization culture takes longer time.

23. Importance of Recruitment-
(i) Determine the present and future requirements of
the firm in conjunction with its personnel planning
and job analysis activities.
(ii) Increase the pool of job candidates of minimum
cost.
(iii) Help increase the success rate of the selection
process by reducing the number of visibly under
qualified or overqualified job applicants.
(iv) Help reduce the probability that job applicants,
once recruited and selected, will leave the
organization only after a short period of time.

24.  IMAGE OF ORGANISATION
 UNATTRACTIVE JOB
 INTERNAL POLICIES OF THE ORGANISATION
 BUDGETARY SUPPORT
 GOVERNMENT INTERFERENCE

25.  IMAGE OF ORGANISATION- The appropriate candidate may not be
willing to apply for the job because of the negative image of the
organisation in their mind.
 Unattractive job - if the job itself is not lucrative but image of the
organisation is positive, even then the job will not be able to grab the
attention of the qualified candidate.
 INTERNAL POLICES OF ORGANISATION-The policy of filling job
vacancies through internal sources can restrict the organisation
to select the talented candidates from the external sources.
 BUGETARY SUPPORT- Recruiting candidates from external
sources needs money ,but at times because of inadequate
budget , the organisation may not conduct the recruiting
activities for a long time.
 GOVERNMENT INTERFERENCE- Government interface in the
functioning of organisation, particularly in the central and state
local bodies and quasi government organisation also act as an
obstacle for recruitment .

26. HR OUTSOURCEING
E- RECRUITMENT
POACHING

27.  When a certain company is approached for
getting a certain work or activity done ,it is
regarded as outsourcing . Outsourcing is
implemented by almost every organization.
 Service providers or third party providers are
the common names used for the firm
providing the facility of outsourcing.

28.  In present era ,the management of most
companies prefer online recruitment ,also
called e-recruitment or internet recruitment.
 It notify about available vacancies, online
application form ,e –payment of fees etc.

29.  The recruitment of such persons who are
already working in other renowned
organization organizations which may also
be competitors in the industry is referred to
as poaching in recruitment.
 More attractive and higher packages are
offered to them by the organization in order
to attract competent individuals working
some where else.