The document discusses the recruitment process. It defines recruitment as the process of finding and hiring suitable candidates for jobs within an organization. The recruitment process consists of planning job requirements, developing a recruitment strategy, searching for candidates through various sources, screening applications, and evaluating the effectiveness of the recruitment effort. Internal recruitment sources include promotions, transfers, and referrals, while external sources include job advertisements, employment agencies, campus recruitment, and headhunting. The advantages and disadvantages of internal and external recruitment are also covered.

1. RECRUITMENT
By Apurv Pancholy

2. CONTENT
 INTRODUCTION OF RECRUITMENT
 MEANING
 DEFINATION OF RECRUITMENT
 SOURCES OF RECRUITMENT
 ADVANTAGE OF RECRUITMENT SOURCES
 DISADVANTAGE OF RECRUITMENT SOURCES
 RECRUITMENT PROCESS

3. INTRODUCTION
 Recruitment means announcing job opportunities to the public in such a
way that a good number of suitable people will apply for them.
 Recruitment helps in bringing the employee and employer come together
 Recruitment is a activity to find people who like to join organization.
 In other word it is a process of inviting candidate for applying to job
through various modes in which organization asks for.
 Selection takes place only after inviting candidates.
 Recruitment is a process of calling candidates by way of giving notification
in the newspapers,advertisement,publishing on websites and contacting drop
consultancies.

4. MEANING
 Recruitment is positive process of searching for prospective employees
and stimulating them to apply for the jobs in the organization
 When more person apply for jobs then there will be a scope for recruiting
better persons.

5. DEFINATION
 “According to DeCenzo and Robbins Recruitment is the process of
discovering potential candidates for actual or anticipated organizational
vacancies. Or from other Prospective, It is linking activity bringing together
those jobs to fill and those seeking Jobs.”
 “According to Edwin B Flippo, Recruitment is the process of searching the
candidates for employment and stimulating them to apply for job in the
organization”

7. Source of
Recruitment
External
Recruitment
Internal
Recruitment

8. Sources Of Recruitment

9. INTERNAL RECRUITMENT
EXTERNAL RECRUITMENT
• TRANSFER
• PROMOTION
• EMPLOYEE REFERRAL
• ADVERTISEMENT
• CAMPUS RECRUITMENT
• PLACEMENT AGENCIES
• EMPLOYEMENT EXCHANGE
• CASUAL CALLER
• WALK-INS
• HEADHUNTING
• RAIDING

10. INTERNAL RECRUITMENT
 INTERNAL RECRUITMENT: Recruitment from within the organization
should be encouraged as a method of recruitment as it contributes to
building up good moral among workers.

11. TRANSFER
Transfer:
 Transfer means shifting an employee from one job to another.
 The purpose of employee transfer is to enable him to get well versed with
the broad –based view of organization which is essential for the
promotions in future.

12. PROMOTION
 Promotion are the most common form of internal recruitment whein the
employees are moved to the upper levels of the organization
 With more responsibility and prestige. when the higher level position fall
vacant companies recruit from within the organization.
 The employee is familiar with the working of the organization.

13. Employee Referral
 Employee referral is an internal recruitment method employed by
organizations to identify potential candidates from their existing employees'
social networks.

15. 1.ADVERTISEMENT
 Advertisement in newspaper is the most widely used method for attracting
qualified and experienced personnel.
 The higher the position in the organization. The more widely dispersed the
advertisement is likely to be.
 When qualified and experienced persons are not available through other
sources, advertising in newspaper and professional and technical journal is
resorted to
 In preparing an advertisement, great care has to be taken to ensure that only
qualified people will think of applying.
 If the advertisement is clear and to the point, candidate can assess their abilities
and suitability for the post and only those who posses the requisite qualification
will apply.
 Important newspaper like The Hindu, The Times Of India Publish classified
advertisement and certain day of week are fixed for recruitment advertising.

17.  Employment Exchange :Employment exchange refers to an office of the
central or state government, which collects and furnishes information on the
prospective employers, available vacancies and job seekers, thereby
facilitating jobseekers to find a suitable job and for industry to find the
suitable manpower.
 Casual Caller: candidate send application for jobs on their own initiative or
after learning about vacancies from reliable source.
 Raiding: Raiding means attracting the employees working elsewhere to join
the organization. Even though many hiring companies believe that it is
unethetical to directly contact employees of other organisations,some
companies do engage in such raiding.

18. Campus Recruitment
 Campus Recruitment is one of the most popular method, used by many
Fortune 500 companies today.
 In Campus Recruitment, Companies visit some of the most important
Technical and Professional Institutes in an attempt to hire young intelligent
and smart student.

19. Head Hunting
 Head Hunting: Very few senior managers are sometimes recruited by a process
known as ‘executive search’ or ‘headhunting’.
 Its advocate believe that the best candidate are not only those who reply to
advertisement or look for new job also those who are successful in their present jobs
and are not thinking of moving elsewhere.

20. EMPLOYEMENT AGENCIES
 These days special agencies or consultants are emerging for searching out
suitable candidates for their clients. They are retained by companies to
select suitable candidate for vacancies.
 They go as far as short listing the candidates for the organization, but the
final selection is made by the representative of the organization.
 Services of such consultant are utilized for filling specialized and
managerial vacancies.
 Example : ABC Consultants, A.F.Ferguson Associates, Beam Services
are all familiar Names
 This is an expensive method of recruitment and as such it is restricted to
high level job opening.

21. ADVANTAGE OF INTERNAL RECRUITMENT
 1. Morale: A major Factor of employees satisfaction is career mobility.
Rewarding an existing employee with a promotion shows the rest of the team that
with hard work,upword movement is a real possibility. As a result, internal
recruitment often increases employee productivity.
 2.Business already know the strength and weakness of candidates.
 3.Provide Opportunities for promotion with in the business can be motivating.
 4.People already familiar with with the business and how it operates.

22. DISADVANTAGE
 Limit Choice
 Discourage Competition
 Reduce Productivity
 Increase Conflict

23. ADVANTAGE OF EXTERNAL RECRUITMENT
 Qualified Personnel
 Wider Choice
 Competitive Sprit

24. Disadvantage Of External Recruitment
 Dissatisfaction among the existing employees
 Time consuming
 Costly Process

25. RECRUITMENT PROCESS
MEANING
 The Recruitment is the process of analyzing the job requirements and then
finding the prospective candidates who are then encouraged and stimulated
to apply for the job in the organization.
 The Recruitment programme is designed to attract more and more
applicants such that the pool of candidates applies for the job, and the
organization has more options to select the best out of them..
 The recruitment process consists of five interrelated stages which are as
follows:

27. Recruitment Planning
 Recruitment Planning: The recruitment process begins with the planning
where in the vacant job positions are analyzed and then the comprehensive
job draft is prepared that includes: job specifications and its nature, skills,
qualifications, experience needed for the job, etc.
The aim of any organization is to attract more candidates as some of
them might not be willing to join, or some might not qualify for the
job position. So the company has a sufficient number of candidates
to choose amongst them.

28. Strategy Development
 Strategy Development: Once the comprehensive job draft is prepared, and
the type and the number of recruits required are decided upon; the next step
is to decide a strategy that is adopted while recruiting the prospective
candidates in the organization. The following strategic considerations
should be kept in mind
 Make or Buy Employees, which means the firm either decides to select
less skilled employees and invest in training and education programmes or
hire skilled professionals.
 Methods of Recruitment, the firm decide on the methods used for
recruiting the individuals. Such as the internet provides detailed information
about the prospective candidates and helps in shortlisting the best-qualified
individuals.


29. Searching
Searching: Once the strategy is prepared the search for the
candidates can be initialized.
 It includes two steps: source activation and selling.
 The source activation means, the search for the candidate
activates on the employee requisition i.e. until and unless the
line manager verifies that the vacancy exists, the search process
cannot be initiated.
 The next point to be considered is selling, which means the
firm must judiciously select that media of communication that
successfully conveys the employment information to the
prospective candidates.

30. Screening
 Screening: The screening means to shortlist the applications of
the candidates for further selection process.
 Although, the screening is considered as the starting point of
selection but is integral to the recruitment process.
 This is because the selection process begins only after the
applications are scrutinized and shortlisted on the basis of job
requirements.
 The purpose of recruitment here is to remove those applications at
an early stage which clearly seems to be unqualified for the job

31. Evaluation and Control
 Evaluation and control is the last stage in the recruitment process
wherein the validity and effectiveness of the process and the methods
used therein is assessed.
 This stage is crucial because the firm has to check the output in terms
of the cost incurred.
 The recruitment is a costly process as it includes the salaries of
recruiters, time spent by the management, cost of advertisement, cost
of selection, a price paid for the overtime and outsourcing in case the
vacancy remains unfilled.
 Thus, a firm is required to gather all these relevant information to
evaluate the performance of a recruitment process effectively.