 A process of seeking/searching and attracting a

pool of people from which qualified candidates

for job vacancies can be chosen

 It is the process of searching for prospective

employees and stimulating them to apply for
open positions in the organization

 Recruitment followed by selection are part of

the employment function of HRM
Organizational Factors
 Reputation of organization like size, area of business,
profitability, management attracts more candidates
 Organization culture and attitude of top management
 Geographical location of the vacant position
 Amount of resources allocated for recruitment which
depends on criticality of position
 Channels and methods used to advertise openings
 Policies of company and remuneration package
Environmental Factors
 Situation in the labor market, demand for manpower,
knowledge and skill set available determine response
to job openings
 Stage of development of the industry e.g sunrise
sector
 Culture, social attitudes and beliefs also influence the
effectiveness of a recruitment program e.g HLL vs UB
 Law of the land and legal implications
A good recruitment policy
 Complies with government policies on hiring
 Provides job security and avoids frequent lay-offs
 Assures candidates on top management’s interest in
career planning of employees
 Prevents formation cliques
 Reflects social responsibility of organization
physically challenged and underprivileged section of
society
 Stresses the importance of job analysis
 Is cost effective for the organization
 Gives realistic job preview- gives applicants all job
specific information to help them decide whether to
apply or not
INTERNAL SOURCES
 Job Posting-apprising employees of an open

job by posting on notice boards, sending

circulars to department or through the
company’s intranet
 HR inventory collected from personnel

files/records and in today’s organizations

from HRIS
 Rehiring of old employees who were laid-off

or left on getting better opportunities

 Employee’s strengths, weaknesses, credentials and past record
are already known
 They require less orientation and training
 Employee morale and commitment enhanced as they see this as
an opportunity to reward their loyalty and competence
 Time and resources saved on recruitment and selection
 ROI on workforce is increased
 Helps in succession planning of top positions
 Employees who don’t get selected may feel wronged and
discontented
 Sometimes HR manager knows who is most suitable but may
have to go through the process of screening all applicants
 If everyone gets promoted from within there would be no influx
of diversity in direction and approach (inbreeding)
EXTERNAL SOURCES
 Recruiting via Internet
 Both employers as well as potential candidates post
openings and resumes on job portals
 Cost effective and economical
 Has a wider reach for young and tech savvy and hence
generates more responses
 Can provide detailed information on the job
 Employers get flooded with resumes sometimes non
relevant
 To check this applicants may need to submit an
online prescreening questionnaire
 Sometimes good candidates mayn’t apply because of
privacy and long response times
EXTERNAL SOURCES
 Advertisements
 Effectiveness of print ads depends on the medium
chosen and the construction/layout of the ad
 The ad should be constructed on the concept of AIDA

 Blue collared workers and clerical level employees

would scan local newspapers

 Professionals refer to trade and professional journals

 Some companies advertise anonymously giving post

box number for specific reasons

EXTERNAL SOURCES
 Temp Agencies and alternative staffing
 Offshoring and outsourcing- hiring employees abroad
 Employee Referrals
 Employment Agencies/Search firms/Recruitment
Consultants
 Walk-Ins/Applications coming through mail/post
 Poaching- recruiting from competitors/rival companies
 Headhunters/Executive recruiters- a method of
tracking and attracting top level executives who may not be
actively looking for job change and may not respond to
openings
EXTERNAL SOURCES

 On Demand Recruiting Services- provide

specialized temporary recruiting assistance
 Unlike search firms who charge a % of new hire’s pay

package ODRS charge per time spent and not per hire.
 They screen and shortlist suitable candidates ready to

be evaluated by the company’s selection process.

 Campus Recruitment-
 PhysicallyChallenged
 Single Parents
 Older workers
 Recruiting more women
 College graduates/UGs
Recruitments strategies and programs need to
be evaluated time to time. Criteria used to
judge the success of a recruitment program
are:
- The number of successful placements
- The number of offers made
- The number of applicants
- The cost involved
- The time taken for filling up the position