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Recruitment’s selection:

Takes place after the quality and quantity of personal required is decided.


Placing the requisition indent:

Indent- jobs, position, operation’s, number of persons, dead line, their duration of job,
salary, then other terms and conditions.


Process of searching prospective worker does by the organisation add for stimulating
them to apply the job. But prospective worker’s also search for organisation. Therefore for
both to be vary is successful the timing very important. There should be an unitity in searches
or success is not possible.

Sources of recruitment:


In case of vacancy, promotion is given to an employee already in the pay roll.

Improves the motivation level of other employees.

The employee is more repayable.

It doesn’t encourage innovation for competitive world.

Usually followed in automotive and manufacturing industries.


A) Advertisement in news paper:

Mostly done to fill senior positions.

Done mainly in three types.

Companies give it to other agencies, who advertise on their behalf.

Companies do it on their own but don’t reveal their names.

Do it an own and also with names.

B) Employment exchange:
C) Field trips

D) Educational institutions

E) Labour contractors.

F) Employee referrals:

They will get adjusted to the environment very quickly.

It will lead to formation of certain groups in their company.

G) Unsolicited application:

Daily workers

Sending application without any advertisement.

Evaluation of alternative sources:

Cannot select a single source for add recruitment.

Has to check the quality of worker’s that a source has provided.


A) Time lag between requisition and placement:

Check the time between application to interview – 15

Interview to offer – 5

Offer to acceptance – 7

Acceptance to report to work – 20

Total – 47

B) Yield ratio’s:

Offer to acceptance – 2:1

Interview to offer – 3:2

Invites to interview – 4:3

Suitable to invite candidate – 6:1

C) Employee attitude:

Recection of present employees to both external and internal sources.

D) Correlation studies:

Studies to define the correlation between the source and success in job.

E) Turnover, grievances and disciplinary action:

Related to a particular source.

F) Cost per hire:

Comparison between cost of recruitment and number of people hired.


 Picking a set of workers from total set of workers

 Done based on the company requirements and qualification of applicants

 It is a negative process because many get rejected whereas recruitment is

considered as the positive process because it encourages to apply.


1. Application security

 Identify the candidates who is fit for the job specification and can be called for

 Different application forms for different levels for workers (i.e,) clerical,middle level
and top level management.

a. Structured

o Standard format

o Tries to extract maximum information in little space possible