The document discusses recruitment, which it defines as developing and maintaining an adequate labor pool for an organization to draw from when needed. It involves attracting prospective employees to apply for jobs. The main purpose is to search for suitable candidates to fill organizational vacancies. Recruitment is a continuous process of developing a qualified applicant pool for future needs, even if no current vacancies exist. It aims to attract people with skills matching organizational strategies. Internal recruitment focuses on promotion and transfers, while external recruitment utilizes various sources like advertisements, recommendations, and educational institutions. Both have advantages like cost savings and new perspectives, and disadvantages such as lack of cooperation and expensive procedures.

1. Recruitment
“Recruitment is the development and maintenance of
adequate manpower resources. It involves the creation of a
pool of available labour force upon whom the organisation
can draw when it needs additional employees.”
—Dale. S. Beach
The main purpose of recruitment is searching of suitable
candidates for filling the vacancies of the organization. It is a
process of bringing together prospective employees and
employer with a view to stimulate the prospective employees to
offer their services in the working organization.
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2. “Recruitment as process of searching for prospective employees
and stimulating them to apply for jobs in the organisation.” —
Edwin B. Flippo
Thus, recruitment is a continuous process by which an
organisation seeks to develop a pool of qualified applicants for
the future human resource needs, even though specific
vacancies do not exist at present.
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3. The objectives of recruitment are:
(i) To attract people with multi-dimensional skills and experiences those suit
the present and future organisational strategies,
(ii) To induct outsiders with a new perspective to lead the company,
(iii) To infuse fresh blood at all levels of the organisation,
(iv) To develop an organisational culture that attracts competent people to the
company,
(v) To search or head hunt/head pouch people whose skills fit the company’s
values,
(vi) To devise methodologies for assessing psychological traits,
(vii) To seek out non-conventional development grounds of talent,
(viii) To search for talent globally and not just within the company,
(ix) To design entry pay that competes on quality but not on quantum,
(x) To anticipate and find people for positions that does not exist yet.
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4. Importance of Recruitment:
1. To determine the present and future requirements of the organization in
conjunction with the personnel planning and job analysis activities.
2. To enhance the pool of potential job aspirants with minimal cost.
3. To enhance the success rate of the selection process by reducing the number of,
under-qualified or overqualified job applicants.
4. To effectively reduce the probability of job applicants, once recruited and
selected, will leave the organization only after a short period of time.
5. To meet the organization’s legal and social obligations regarding the
composition of its workforce.
6. To start identifying and preparing potential job applicants who will be
appropriate candidates.
7. To increase organizational and individual effectiveness in the short and long-
term.
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5. Some of the essential features of recruitment are:
1. Recruitment is a searching and attracting function – It is mainly concerned with
searching and attracting the potential candidates towards organization.
2. Recruitment is not a selection – Recruitment involves searching the potential candidates
and attracting them towards organization to apply for the job. But selection involves
choosing suitable candidate among those who have applied for job.
3. It is a process – Recruitment is a process of series of activities like recruitment policy,
sources of recruitment, technique of tapping those sources and evaluation of those sources
etc.
4. It is a linking activity – Recruitment brings together those who have a job (employer)
and those who search a job (employees)
5. It is a pervasive function – This function needs to be performed by all organizations
which need human resources.
6. It is one of the functions of personnel management – It is an important function of
personnel management as it helps in acquiring different number and types of persons for
continued functioning of an organization.
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6. The factors affecting recruitments
1. Internal Factors:
(i) Organization Policies and Practices:
(ii) Image of the Organization:
(iii) Wage and Salary Policies:
(iv) Promotion and Retirement Policies:
(v) Working Conditions:
2. External Factors:
(i) Government Regulations:
(ii) Trade Union Restrictions:
(iii) Labour Market Conditions:
(iv) Legal Factors:
(v) Economic Factors:
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7. Sources of Recruitment:
The source of recruitment is based on the policy followed by the company. The job can be filled up out of the
employees of the company or from outside the company. If the job is filled up out of the present employees of
the company, it is said to be the internal source of the company.
If the same job is filled up from out of the candidates available in the society, it is said to be the external source.
A. Internal:
1. Transfer
2. Promotion
B. External:
1. Advertisement (Company Invitations and Walk-in-Interview)
2. Recommendations
3. Gate Applicants
4. Employment Exchange (Govt. & Private)
5. Personal Consultants
6. Educational Institutions
7. Waiting List
8. Unsolicited Applications
9. Jobbers and Contractors
10. Field Trips
11. Leasing. SUVEER JAIN

8. Advantages of Internal Recruitment:
1. It increases the morale among the staff members of the company.
2. Giving promotion keeps the employee happy.
3. It attracts efficient staff members.
4. The training expenses may be reduced, to some extent.
5. A person who has got a promotion, inspires the staff members to acquire a
thorough knowledge of his job.
6. Internal promotion helps the staff members to derive job satisfaction.
7. A promoted staff member may make use of his past experience in the new post.
8. It increases the security of the job of the staff member.
9. A new responsibility can be entrusted safely to the promoted staff members on the
basis of contents of Service Register.
10. It ensures the continuity of job to the staff members and stability of the
organisation.
11. It induces the staff members to work hard to get promotion.
12. The expenses for advertisement, recruitment, test and interview are avoided.
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9. Disadvantages:
1. If the higher post is filled internally, the company will not be able
to get fresh and original ideas and initiative from the staff members.
2. The outsiders do not have a scope to show their ability in the
performance of the work.
3. An under-qualified person may be appointed in the higher post.
4. If the promotion is guaranteed to the internal staff members after
the expiry of a specific period, the concerned staff member does not
care to work efficiently.
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10. Advantages of External Sources of Recruitment
1. Choice – A company can recruit a person out of a large number of
applicants. Each and every candidate’s plus points and minus points are taken
into consideration for the purpose of recruitment. Then, the best candidate can
be selected by the company
2. New Outlook – If a new person is recruited by the company, a new way of
approach may be used to solve the problem, which will give maximum
benefits to the company.
3. Wide Experience – If the recruited new candidate has experience in various
fields, the company can get the benefit of the candidate’s experience.
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11. Disadvantages:
1. Grudging of old employment – If a candidate is recruited from external sources, the existing
staff may have a grudge against him. It results in demoralisation of the staff members.
2. Lack of co-operation – The existing staff members do not extend their co-operation to the
person who is selected from out of external sources. In addition to this, the existing staff
members make the new recruit face the difficulties and try to disorient him in relation to his
work.
3. Expensive – Recruitment of a person from outside the company requires a lot of formalities.
The formalities include issuing advertisement, receiving the applications, screening the
applications, dispatching the interview letters, fixation of interview date, time and place,
formation of an interview committee etc. Completing all the above said procedure involves a lot
of expenditure.
4. Trade union – If the trade union of the company is very strong, it is very difficult to convince
the trade union and recruit a person from outside a company.
5. Danger of non-adjustment – If a newly recruited person fails to adjust himself to the working
conditions of the company, it leads to more expenditure in looking for his replacement. Besides,
it causes irritation and quarrel between the recruited person and the existing staff members.
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