Recruitment is the process of motivating a large number of candidates to apply for a particular job in an organisation. Higher the number of candidates, more is the possibility of selecting the right potential candidates

1.  Transfer
 Promotion
Recruitment
Recruitment:- Recruitmentisthe processof motivatingalarge numberof candidatestoapplyfora
particularjobin an organisation.Higherthe numberof candidates,more isthe possibilityof
selectingthe rightpotential candidates.
1. Internal Sources:- Internal sourcesof recruitmentreferstothe sourcesavailable withinthe
enterprise.Sometimesincase of vacancy,a candidate withthe required qualificationand
experience isfoundinthe organisationitself.
 Transfer: - Transferreferstoshiftingof anemployee fromone jobtoanother,or
fromone departmenttoanotherdepartmentwithoutanychange inthe
responsibilitiesorpositionof an employee.Itisan importantsource of fulfillingthe
vacancy inan organisationbyshiftinganemployee fromanotherdepartment.
 Promotion: - Promotionisthe processof shiftingapersonfroma lowerjobposition
to a higherjobposition.Itincludeshigherresponsibilitiesmore facilities,better
statusand pay. Itis referredtoas vertical shiftingof employees.
Advantages of Internal Source of Recruitments
 Simple and Economical: - The processof selectionandplacementbecomesverysimpleand
economical.
 No needof Training: - There is noneedof inductiontraining.
 Motivation:- Motivatesthe employeestoimprove theirperformance.
Source of Recruitments
Internal Source
of Recruitments
External Source of
Recruitments
 Directrecruitments
 Casual callers
 Mediaadvertisements
 Employmentexchange
 Placementagencies
 Managementconsultants
 Campusrecruitment
 Recommendation
 Labour contractors
 Telecasting
 Webpublishing

2.  Promotional Avenues:- Promotional avenuesleadtoestablishmentof industrialpeace.
 Cheaper:- It ischeaperas comparedto external source of recruitment.
 Transfer Facilitates:- Transferfacilitatesshiftingof anemployeefromanoverstaffed
departmenttoa departmentwhere there isshortage of staff.
Disadvantages of Internal Source of Recruitments
 Freshand more TalentedStock: - The scope for the entrance of freshand more talented
stock isreduced.
 Promotion: - Suretyof promotionmakesthe employeeslazy.
 Lack of Competition:- It reducesthe feelingsof competitionamongthe employees.
 FrequentTransfers: - Productivityof anorganisationisalsoaffectedbyfrequenttransfers.
 Not Suitable for NewEnterprises: - New enterprisescannotuse internal sourcesof
recruitments.
2. External Sources:- All the vacanciesinan organisationcannotbe fulfilledbythe internal
sources.Thisan organisationhastodependonexternal sourcestooforfulfillingthe
vacancies.Itmeansinvitingapplicationsforfillingupthe vacanciesfromcandidatesoutside
the organisation.
 Direct Recruitment:- Under thismethod,anotice isdisplayedonthe notice board
of an enterprisegivingdetailsregardingthe jobvacancies.The candidate gathers
outside the premisedof the organisationonthe date specifiedinthe notice andthe
on-spotselectionisdone.
 WaitingList: - Business enterprisemaintainarecordof uncalledapplicantsintheir
offices.Suchcandidatescanbe calledforfulfillingthe vacanciesastheyarise.This
source of recruitingsavesalotof cost as comparedtoother sources.
 MediaAdvertisement:- Advertisementinnewspapers,businessmagazinesand
journal are a verycommonsource for fulfillingthe seniorpositionsinan
organisation.The mostimportantadvantagesof thisresource are thatcomplete
informationaboutthe jobandthe organisationcanbe givenin the advertisement.
Moreover,itprovidesawide range of candidates.
 EmploymentExchange: - Employmentexchange actasa goodsource for recruiting
skilledandsemi-skilledworkers.These are runbythe governmentandact as a link
betweenthe jobseekers andemployers.
 PlacementAgencies:- The source consists of private agenciesandprofessional
bodies.Theyplayanimportantrole inrecruitingthe candidatesfortechnical and
professionalareas.These agencieskeepbiodataof alarge numberof candidatesand
provide anation-wideserviceof recommendingsuitablenamestotheirclients.They
charge requisitesfeesfortheirservices.
 ManagementConsultantsor Head Hunters: - TheyPlayedaleadrole inrecruiting
managerial personnel bothatthe middle andtoplevelsof management.Theyalso
helpinrecruitingtechnical andprofessional personnel.Theykeepacomplete record
of skillsandqualificationsof the candidatesandsometimesevenadvertise the jobs
on behalf of theirclientsinordertorecall the mostpotential candidate.
 Campus Recruitments:- Recruitmentsthrougheducational institutional institutions
isknownas campus recruitmentsbusinessorganisationmaintainlinkswith
educational institutionsforrecruitmentstechnical,professional andmanagerial
personnel forvariousjobs.

3.  Recommendations:- Applicantsintroducedonthe recommendationsof present
employeesorfriendsorrelativesprove tobe verygoodsource of recruitments.
Since the backgroundsuchapplicantsisalreadyknowntheyprove tobe good
employees.
 Labour Contractor: - Labour contractor helpinrecruitingalarge numberof unskilled
workersat shortnotice.These labourscontractorsare themselvesemployeesof the
organisation
 Telecasting:- Atpresentof telecastingof vacantpostsovertelevisionsisbetween
veryimportant.The complete informationregardingthe joborganisationand
qualificationrequiredandpublicized.
 WebPublishing:- Anotherimportantsource of recruitmentthesedaysisthe
internet.Certainwebsitesforexample www.naukri.com,www.jobstreet.com,
www.monster.com etc.Have beenspeciallydesignedforprovidinginformationto
bothjob seekersandjobproviders.
Advantages of External Sources of Recruitment
 QualifiedPersonnel:- External sourceshelporganisation tohelpselecttrainedandqualified
personnel from large numberof componentapplicantswantingtoworkwiththem.
 WiderChoice:- These sourcesprovide awiderchoice tothe organisationforselectingthe
candidate.
 FreshTalent: -External sourcesprovide freshtalentinthe formof youngpersonswho
provide newandmodernideastothe organisations.
 Competitive Spirit:- Use of external source of recruitmentbyan organisation increasesthe
competitivespiritamongthe existingstaff.
Disadvantages of External Sources
 Dissatisfactionamong existingstaff: - Use of external sourcesof recruitmentbyan
organisationresult indissatisfactionamongthe existingstaff astheyfeel thattheirchances
of promotiongetreduced.
 Lengthy Process:- Recruitingpersonnel throughexternalsourcesisaverytime-consuming
process.
 CostlyProcess: - Recruitmentof personnel throughexternalsourcesinvolvesalotof money
to be spenton advertisementandprocessingof applications.Thus,itisa verycostlyprocess.