This presentation will give brief description about the process of recruitment and from where the candidates will be hired i.e Internally and Externally

1. HUMAN RESOURCE MANAGEMENT
Seminar on
SOURCES AND PROCESS
OF RECRUITMENT
Submitted to : Mr. Udit
Pandey
Submitted by : Anjali Negi
B.com(H) IV

2. CONTENT
1) Recruitment 1
2) Objectives of recruitment 2
3) Process of recruitment 3
4) Sources of recruitment 9
A) internal sources 10
b) External Sources 12

3. RECRUITMENT
• Searching for and obtaining applicants so
as to build a pool of job seekers from
whom the right people for the right job
may be selected.
• Searching for prospective employees and
stimulating them to apply for jobs in the
organization.
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4. OBJECTIVES OF RECRUITMENT
To infuse fresh blood at all levels of the organization.
To search for talent globally and not just within the company.
To attract people with multidimensional skills and experience
that suits the present and future strategies.
To develop an organizational culture that attracts competent
people to the company.
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5. PROCESS OF RECRUITMENT
3

6. Step 1 – Recruitment Planning
• The first step involved in the recruitment
process is planning. Here, planning involves to
draft a comprehensive job specification & job
description for the vacant position.
• Specification means defining who can be the
right person for the job.
• Description means mentioning about the
duties, responsibility, ability and working
conditions.
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7. • Designing a suitable strategy for recruiting
the candidates in the organization.
Step 2 – Strategy development
• Development of strategy includes
a) whether to prepare the required
candidates themselves or hire it from
outside
b) Recruitment method
c) Geographical area
d) Source of recruitment
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8. Step 3 – Searching
• This step involves attracting job
seekers to the organization.
• There are broadly two sources
used to attract candidates.
1. Internal Sources
2. External Sources
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9. Step 4 – Screening
• Now the candidates who have applied
for the job are shortlisted and screened.
• Applications are screened against the
qualification, knowledge, skills,
abilities, interest and experience
mentioned in the job specification.
• Preliminary applications, de-selection
tests and screening interviews are
common techniques used for screening
the candidates.
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10. Step 5 – Evaluation & control
• The considerable cost involved in the
recruitment process, its evaluation and control
is, therefore, imperative.
• The costs generally incurred in a
recruitment process include:
(i) Salary of recruiters
(ii) Cost of time spent for preparing job
analysis, advertisement
(iii) Administrative expenses
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11. 9
Sources of Recruitment
The searching of suitable candidates and informing them about the openings in
the enterprise is the most important aspect of recruitment process. The candidates
may be available inside or outside the organization. Basically, there are two
sources of recruitment :
a) Internal sources
b)External sources
The searching of suitable candidates and informing them about the openings in
the enterprise is the most important aspect of recruitment process.

12. 10
1) INTERNAL SOURCES
Best employees can be found within the organization. When a vacancy arises in
the organization, it may be given to an employee who is already on the pay-roll.
Internal sources include promotion, transfer and in certain cases demotion.
Internal sources includes :
a. Transfers
b. Promotion
c. Present Employee

13. 11
1) Transfers
Transfer involves shifting
of persons from present
jobs to other similar jobs.
These do not involve any
change in rank,
responsibility or prestige.
2) Promotion
Promotions refer to
shifting of persons to
positions carrying better
prestige, higher
responsibilities and more
pay. The higher positions
falling vacant may be
filled up from within the
organization.
3) Present employees
The present employees of a
concern are informed about
likely vacant positions. The
employees recommend their
relations or persons intimately
known to them. Management is
relieved of looking out
prospective candidates.

14. 12
2) EXTERNAL SOURCES
All organizations have to use external sources for recruitment to higher positions
when existing employees are not suitable. More persons are needed when
expansions are undertaken.
External sources includes :
a. Advertisement
b. Employment Exchanges
c. Campus recruitment
d. Direct Recruitment
e. Recommendation of employees

15. 13
1) Advertisement
Most of the senior positions
are filled by this method.
Advertisements in
newspaper or trade
journals is generally used
when a wider choice is
required.
2) Campus
recruitment
Colleges and institutes
have become popular
sources for recruitment for
technical, managerial and
professional jobs.
3) Employment
exchange
An employment exchange
is an office set up by the
government for bringing
together as quickly as
possible those men who are
in search of employment
and those employers who
are looking for men.5) Direct
recruitment
Followed usually for casual
vacancies of unskilled or
skilled jobs
4) Recommendation
of employees
Firms encourage their
employees to recommend the
names of their relatives and
friends for employment.