SOURCES OF RECRUITMENT

Internal and External sources

By
Manjunath Harijan Submitted to:
  Dr.(smt). Chandramma
Professor in commerce
Karnataka University
Dharwad
RECRUITMENT
Human resources play a vital role in the success and
profitability of any business organization. Each
organization tries to attract the best talent for the best
results.

Meaning of Recruitment
Recruitment is the process of hiring the right
number of people of right type at the right place.
It is the process of generating a pool of qualified
applicants for a job.
Definition
According to Kempner,
“ Recruitment is the process which continues with
selection and cease with the placement of candidate”
Sources of Recruitment
After the finalization of recruitment plan indicating the
number and type of prospective candidates, they must
be attracted to offer themselves for consideration to
their employment. This necessitates the identification of
sources from which these candidates can be attracted.
Some companies try to develop new sources, while most
only try to tackle the existing sources they have. These
sources, accordingly, may be termed as
1. Internal and
2. External
 1. Internal sources.
Internal sources of Recruitment consist of employees
who are already on the payroll of a firm. It also includes
former employees who have returned to work for the
organization. Recruitment from internal sources is done
to fill up vacancies through promotion, re-hiring and
transferring employees within the company.

Pros
 Easier to access candidate
 Motivates employees.
 Reduces training cost.
 Faster.
 Less expensive.
 Increase job security.
Cons
 Insufficient internal labor supply when in
growth mode.
 New blood may be restricted.
 Restricts innovative ideas or suggestions that
may be very important for the progress.
 2. External sources
External sources of recruitment refer to the sources
that lie outside or exist external to the organization
Pros Cons

 Wide choice.  Expensive.

 Promotes new ideas, viewpoints,
skills.
 Increases all forms of diversity.
 Allows for rapid growth.
 Motivate internal employees.
 Limits internal promotion opportunities.
 Can create internal morale problems.
 Leads to dissatisfactions and frustrations
for workers who aspire for promotion.
 Time consuming.
 Conclusion
From the above analysis we can decide internal sources
of Recruitment are far better than that of external
sources. Because
 It builds good public relations.
 It builds morale.
 It encourages good individuals who are ambitious.
 It is less costly.
 It is chooses internally already known the
organization.
 It improves probability of a good selection, since
information on the individual performance is
readily available.
References.
1. Agarwala Tanuja, Strategic Human Resource
Management, Oxford University Press, New Delhi.
Page no. 268-270
2. Ms.R.RENUKADEVI. A course material on Human

Resource Development, Page no. 37-38