According to Edwin B.

Flippo, Recruitment is

the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation

Meaning:

employers and the job seekers. A process of finding and attracting capable applicants for employment

Recruitment is the activity that links the

The following are the 2 important factors affecting Recruitment: 1) 2)

INTERNAL FACTORS EXTERNAL FACTORS

Recruiting policy Temporary and part-time employees Recruitment of local citizens Engagement of the company in HRP Companys size Cost of recruitment Companys growth and expansion

Supply and Demand factors Unemployment Rate Labour-market conditions Political and legal considerations Social factors Economic factors Technological factors

Poor image: If the image of the firm is perceived to be low( due to factors like operation in the declining industry, poor quality products, nepotism etc), the likelihood of attracting large number of qualified applicants is reduced. Unattractive jobs: if the job to be filled is not very attractive, most prospective candidates may turn indifferent and may not even apply.this is specialy true of job that is boring, anxiety producing, devoid of career growth opportunities and generally not reward performance in a proper way( eg jobs in post office and railways). Government policy: Government policies often come in the way of recruitment as per the rules of company or on the basis of merit and seniority. Policies like reservations (scheduled castes, scheduled tribe etc) have to be observed. Conservative internal policies: Firms which go for internal recruitments or where labour unions are very active, face hindrances in recruitment and selection planning

Internal Sources:Persons who are already working in an organization constitute the internal sources. Retrenched employees, retired employees, dependents of deceased employees may also constitute the internal sources. Whenever any vacancy arises, someone from within the organization is upgraded, transferred, promoted or even demoted

Merits: 1) Economical 2) Suitable 3) Reliable 4) Satisfying Demerits 1) Limited choice 2) Inbreeding 3) Inefficiency 4) Bone of contention

External sources lie outside an organization. Here the organization can have the services of:

(a) Employees working in other organizations; (b) Jobs aspirants registered with employment exchanges; (c) Students from reputed educational institutions; (d) Candidates referred by unions, friends, relatives and existing employees; (e) Candidates forwarded by search firms and contractors; (f) Candidates responding to the advertisements, issued by the organization; and (g) Unsolicited applications/ walk-ins.

Merits 1) Wide choice 2) Infection of fresh blood 3) Motivational force 4) Long term benefits Demerits 1) Expenses 2) Time consuming 3) De-motivating 4) Uncertainity

Internal Methods: 1) Promotions and Transfers 2) Job Posting 3) Employee Referrals

Direct External Recruitment Methods

Campus Recruitment

Indirect external recruitment methods

Advertisements

Third party methods

Walk-ins Public and private employment agencies E-Recruiting Gate Hiring and Contractors

Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.