Recruitment involves developing and maintaining a pool of available labor for an organization to draw from when additional employees are needed. Organizations recruit from both internal and external sources. Internal sources include promotion, transfer, past employees, and internal advertisements. External sources are recruitment from outside the company through means such as advertisements, employment exchanges, private agencies, campus recruitment, and walk-ins. The selection process involves matching job requirements to candidate skills through steps like notification of openings, preliminary interviews, tests, employment interviews, selection, medical examination, and appointment with an offer letter.

1. Source of recruitment

2. Recruitment
 "Recruitment is the development and
maintenance of adequate manpower resources."
 It involves creation of pool of available labour
upon whom an organization can depend when it
needs additional employees.

3. Internal resources
 This refers to the recruitment from within the
company. The various internal sources are
promotion, transfer, past employees and internal
advertisements.

4. External resources
 External sources refers to the practice of getting
suitable persons from outside.
 The various external sources are advertisement,
employment exchange, past employees, private
placement agencies and consultants, walks-ins,
campus recruitment, trade unions, etc.

5.  Employment at factory level:
 Application for vacancies are presented on the bulletin
boards outside the factory or at factory gate
 Used for filling casual vacancies such as of workers
 Labor contractors:
 Workers are recruited through labour contractors who are
themselves employees of the organisation.
 The disadvantage of this system is that if the contractor
leaves the organisation , all the workers ,employed
through him will also leave the organization.

6.  Advertisement:
 Advertisement through different mediums such as
newspaper, television, websites, etc
 Covers wide area of market, chances of having larger
number of applicants.
 Educational institutes:
 Certain professional institutes which serves as an external
source for recruiting fresh graduates from these institutes
 Known as campus recruitment

7.  Employment exchanges:
 There are certain employment exchanges which are run
by government. Most of the government undertakings and
concerns employ people through such exchanges,
 Now-a-days recruitment in government agencies has
become compulsory through employment exchanges.
 Employment agencies:
 Public and private agencies play a vital role in making
available suitable employees for different positions in the
organizations.
 Besides public agencies, private agencies have developed
markedly in large cities in the form of consultancy
services. Usually ,these agencies facilitate recruitment of
technical and professional personnel.

8. merits
 Qualified personnel
 Wide choices
 Fresh talents
 Competitive spirit
demerits
 Dissatisfaction
amongst existing staff
 Lengthy process
 Costly process
 Uncertain responses

9. Process of selection
 Process of matching organizational requirement
with the skills and qualification of people
 Process of putting right people on right job
 Selection process covers the period from job
specification and initial contact with applicant to
his final acceptance and or rejection

10. Steps in selection process
 Notification:
 Process Starts when boss or manager asks for filling new or
vacant positions
 It gives all info about requirement of new employee to HRD
such as education, job experience and all other relevant
skills, then HRD places advertisement
 Preliminary interviews:
 Applicant are received at organization
 Skills, academic and family background, competencies and
interest, candidate’s knowledge about company are
examined.
 Candidates are given brief up about company and job profile

11.  Written test:
 Tests are conducted during selection procedure such as
aptitude test, intelligence test, reasoning test, personality
test, etc. depending upon level.
 Tests are used to objectively assess the potential candidate.
They should not be biased.
 Employment interviews:
 one of the most important facets of the employment
selection process is face-to-face interview
 Companies have different procedure for personal interviews
 Some companies prefer to have all-day interviewing
sessions, where candidates meet with different person each
hour

12.  Another option is having candidate meet with key personnel
one day, then inviting back for second to meet with some
executives.
 This process used to find out whether the candidate is best
suited for required job or not.
 Such interviews must me unbiased and should be conducted
properly.
 Selection:
 The hiring manager will usually ask for feedback from human
resources and other employee who interview the job
candidates.
 The hiring managers may also review her notes, or decide which
candidate would fit best in open position.
 The hiring manager will usually select someone with whom she
can work, whether it is candidate’s personality or work ethic.

13.  Medical examination:
 These tests are conducted to ensure physical fitness of
potential employee.
 It will reduce chances of employee absenteeism.
 Appointment letter:
 A reference check is made about the candidate selected
and then finally he is appointed by giving a formal
appointment letter.