Professional Documents
Culture Documents
o Behavioral
o Situational
o Stress
o Advertisement
o Walk-ins
o Search firms
Agree/Disagree
o Written exam
o Written exam & Interview
o Written exam, G.D Interview
Yes/No
o Good
o Very good
o Excellent
8.The primary source of information for recruiting people should be
o Managerial
o Testing
o Recruiters themselves
o Job analysis
o Good
o Very good
o Excellent
DEFINATION
Recruitment is the process is seeking out and attempting to attract individuals in external labor
between human resource planning on the one hand and selection on the other.
Recruitment begins by specifying the human resource requirements, initiating activities and
actions to identify the possible sources from where they can be met, communicating the
information about the jobs, term and conditions, and prospectus they offer, and enthusiast people
who meet the requirement to respond to the initiation by applying for the jobs.
AIM
The aim of recruitment is the information obtained from job description and job specification
along with precise staffing standards from the basis for determinig manpower requirement to
1 Planned, anticipated and unexpected planned need arise from changes, in organization
2 Resignations, deaths and accidents and illness give rise to unexpected needs.
Features Of Recruitment:
2 A linking activity as it brings together those with the jobs(employer) and those seeking
jobs(prospective employees).
Internal Transfer/Promotion with necessary screening, training and selection to meet the
specified requirement. It would be desirable to utilize the internal sources before going
outside to attract the candidates. The two categories of internal sources including a
Merits.
1. Increase in Morale
increases the morale of the employee. Every body in the organization know that they can be
promoted to a higher post, their morale will be boosted and their work efficiency will increase.
2. Better Selection
The people working in the enterprise are known by the management and for selection higher post
3. Economical Internal
Internal sources is highly economical because no expenditure is involved in locating the source
of recruitment and no time is wasted in the long process of selection. More over, these
employees do not need extensive training because they already know about all the works of the
enterprise.
4. Labor- turnover is Reduced
When the employees know that they can be promoted to higher posts, they do not leave the
enterprise. As a result of this policy labour turnover is reduced and the status of the company
increases.
When the internal source of recruitment is used the employees remains satisfied which leads to
Demerits
The internal source of recruitment of employees suffer from the following demerits:
The defect of the internal source of recruitment is that the young people fully equipped with the
from the entry in enterprise. As a result, the old people run the enterprise with the old ideas and
experience.
2.Limited choice.
The internal recruitment of the employees reduces the area of choice. The reduction in the area
of choice means less number of applicants. The choice is to be made out of people working in
the enterprise.
3.Encourages Favoritism.
Internal source encourages favoritism in this system, the superiors usually select their favorites.
Sometimes even a less capable person is selected which harms the enterprise. In this system ,
generally the personal impression of the managers about the employee is given preference for
selection.
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Merits.
Recruitment through external source brings in new persons with modern ideas which can be
2.Wide choice.
The use of external source of recruitment increases the number of candidates and widen the
choice. The managers judge the capabilities of the applicants and select the best ones for
appointment.
3.Less Chances of Favouritism.
All the candidates, under this system of recruitment, are new for the managers and this exclude
Demerits.
In spite of many merits, the system of recruitment from external sources is not free from defects.
By adopting the system of external recruitment the chances of promotion of the present
employees come to an end. Since there is no hope of any promotion the morale of the employee
There are chances of wrong selection due to non-availability of information in case of external
recruitment. If the wrong selection will upset the working condition of the organization.
3.Costly Source.
The external source of recruitment involves expensive advertisement, long selection process and
When the employees know that they cannot be appointed on high posts in the enterprise, they
leave the organization at the first available opportunity, and as a result an increase in the labour-
Making use of the external source of recruitment affects the present employees and there is an
OBJECTIVES OF RECRUITMENT
To attract people with multidimensional skills and experiences that suit the present and
To search or head hunt/head pouch people whose skills fit the company’s Values.
To search for talent globally and not just within the company.
To anticipate & find people for positions that do not exist yet.
Steps on Recruitment Process
Generally begins when the personnel department receives requisitions for recruitment
from any department of the company the personnel requisitions contains detail about the
terms and conditions of employment and at the time by which the persons should be
Locating and developing the sources of required number and type of employees.
Communicating the information about the organization, the job and the terms and
conditions of service.