The document discusses recruitment, which is defined as the process of identifying and generating a pool of capable candidates for employment in an organization. Recruitment satisfies an organization's needs and influences its future shape. It involves determining personnel needs through job analysis and manpower planning, and attracting candidates through various internal and external sources. The recruitment and selection process consists of multiple steps aimed at choosing the best candidate for a job.

1. Recruitment
Is the process of identifying and
generating a pool of capable people to
apply
for
employment
to
an
organization.
It not only satisfy a company’s
needs, it’s an activity which influences
the shape of the company’s future.

2. 

Maintenance- health & safety, good
working conditions
Records, Research & Audit for present
& future control

3. Procurement of personnel



Determination of kind or quality of personnel
needed-Job Analysis
-Job Description
-Job/man Specification
Or
-Role Analysis Technique
Determination of quantity of personnel needed –
Man-power Planning , and
Recruitment ,selection & placement

4. Man Power Planning
Assessing Current
Human Resources
Assessing Future
Human Resource
Needs
Developing a
Program to Meet
Needs

5. Recruitment - Definition


William F Glueck – set of
organization uses to
candidates
possessing
characteristics to help the
reach its objectives.
activities an
attract job
appropriate
organization
Byars & Rue –Involves seeking &
attracting a pool of people from which
qualified candidates for job vacancies
can be chosen.

6. -The process starts with identification of
job openings due to-attrition;
-promotion;
-Internal transfer;
-Company’s plan;
-Reengineering of work place, etc.

7. Pre-requisites of a sound Recruitment
Policy

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
analysis

8. The Recruitment and Selection Process –
Steps
1.
Decide what positions you’ll have to fill through
personnel planning and forecasting.
2.
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
candidates.
3.
4.
5.
Decide who to make an offer to, by having the
supervisor and perhaps others on the team interview
the candidates.

9. The Recruitment and Selection
Process
The recruitment and selection process is a series of
hurdles aimed at selecting the best candidate for the job.

10. Recruitment and Selection process
contd…

11. 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;
 Budget allocation;
 Time period to fill the vacancy.
 Management policy,
 Types of jobs involved,and
 Supply of labour relative to demand,
and labour market.

12. Sources of recruitment

Internal
thru job
posting/HRIS
(employees
inventory)

External

13. Internal Recruitment
–Job posting
 Publicizing
an open job to employees
(often by literally posting it on bulletin
boards) and listing its attributes.
 Examination of HR records for potential
candidates

14. 
Re-hiring former employees
– Advantages:
 They
are known quantities.
 They know the firm and its culture.
– Disadvantages:
 They
may have less-than positive
attitudes.
 Rehiring may sent the wrong message
to current employees about how to get
ahead.

15. Internal Sources of Candidates:
Hiring from Within
Benefits of Internal Candidates

16. 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
be chosen.
Failed applicants become discontented

17. Usually, internal sources can be used
effectively if the number of vacancies
are not very large, adequate employee
records are maintained, and employees
have
prepared
themselves
for
promotions.

18. External Recruitment
It is limited primarily to entry-level
jobs. Jobs above the entry level are
usually filled with current employees
through promotions.
Promotional opportunities lead to
reduced turnover, increased job
satisfaction,
and
better
job
performance.

19. External Recruitment– selecting the best candidates
– creating new organizational culture and
management style
– lack loyalty and high turnover rate
– difficult to persuade local partner to
accept this practice

20. Sources of recruitment
Internal
thru job posting/HRIS
(employees inventory)
– Present employees
Present Temp/ Casual
– Retrenched / Retired
– Dependents of diseased,
disabled , retired and
present employees
External
– Educational & Training
Institutes
– Pvt employment
agencies /consultants
– Public employment
exchanges ,
– Professional Asso.
– Data banks
– Trade Unions

21. 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.