Process of finding & attracting capable applicants for employment

HRP helps determine the number & type of people an organisation needs. Job analysis & Job design specify the tasks and duties of jobs and qualifications expected from prospective job holders. The next logical step is to hire the right number of people of the right type to fill the jobs.

In simple terms, recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the people can be selected.

In other words it is the process of finding and attracting capable applicants for employment

Purpose & Importance
 Increase the pool of job candidates at minimum cost.  Begin identifying and preparing potential applicants who will be appropriate candidates. job

 Increase organizational and individual effectiveness in the short term and long term.  Evaluate the effectiveness of various recruiting techniques and sources for all types of job applications.

Factors influencing Recruitment

External Forces • Supply & demand • Unemployment rate • Labour market • Political – Social • Sons of soil • image

Internal Forces
• Recruitment policy • HRP • Size of the firm • Cost • Growth & expansion


External Factors

Supply and demand :- If the demand for a particular skill is high relative
to the supply, an extraordinary recruiting effort may be needed.

Unemployment rate :- When the unemployment rate in a given area is
high, the company’s recruitment process may be simpler.

Labour market :- Labour market conditions in a local area are of primary
importance in recruiting for most non-managerial, supervisory and middle management positions.

Political-social considerations :- Reservation of jobs for SCs, STs, minorities, and other backward classes is a political decision.

Sons & Soil :- Political leaders clamour that preference must be given to the people of their respective states in matters of employment.

Image :- The company’s image also matters in attracting large number of job seekers, Normally blue chip companies attract large number of applications.


Recruitment Policy :- Generally the policy is to prefer internal
sourcing, as own employees know the company well and can recommend candidates who fit the organization culture.

HRP :- proper planning for effective utilization of human resources is very much essential.

Size of the firm :- Size is another internal factor having its influence on
the recruitment process.

Recruitment process
Strategy Development



Evaluation & control

Recruitment process
• Recruitment planning :- Planning involves the translation of likely
job vacancies and information about the nature of the job and its objectives.   Number of contacts Type of contacts

II) Strategy Development :- In this stage we must decide how many
and what type of required.     ‘Make’ or ‘Buy’ Where to look How to look When to look

III) Searching :- Once a recruiting plain and strategy are worked out,
the search process can begin.  Source Activation  Selling

IV) Screening :-

The purpose of screening is to remove from the

recruitment process, at an early, those applicants who are visibly unqualified for the job.

V) Evaluation and control :- It necessary as considerable costs are
incurred in the recruitment process. The costs generally incurred are:  Salaries for recruiters.  Cost of advertisements or other recruitment methods, that is, agency fees.  Cost of producing supporting literature.  Recruitment overheads & administrative expenses.

Sources of Recruitment
Internal sources External Sources
Professional or Trade associations

Present Employees

Employment exchange

Employee Referrals Campus Recruitment

Former Employees

Walk – ins

Consultants Previous Applicants Radio & Television E-Recruiting


So Lastly I would like to conclude that recruitment is very essential part in Human Resource Management for choosing and placing right person to the right job.

Thank u for staying with us
Presented By sudheer Kumar. T

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