a.

Finding out and developing the sources where the required number and kind of
employees are will be available.
b. Developing suitable techniques to attract the desirable candidates and employing the
techniques to attract candidates.
c. Stimulation as many candidates as possible and asking them to apply for jobs irrespective
of number of candidates required. Management has to attract more candidates in order to
increase selection ratio (i.e., number of applications per one job vacancy) in order to
select the most suitable candidates out of the total candidates available and due to lower
yield ratio. Recruitment is positive as it aims at increasing the number of applicants and
selection is somewhat negative as it selects the suitable candidates in which process the
unsuitable candidates are automatically eliminated. Though, the function of recruitment
seems to be easy, a number of factors make performance of recruitment a complex one.
EVALUTION OF RECRUITMENT PROCESS
The recruitment process has the objective of searching for and obtaining applications from job-
seekers in sufficient numbers and quality. Keeping this objective in mind, the evaluation might
include.
1. Return rate of applications sent out.
2. Number of suitable candidates for selection.
3. Retention and performance of the candidates selected.
4. Cost of the recruitment process.
5. Time lapsed data.
6. Comments on image projected.
EVALUTION OF RECRUITMENT METHODS
The evaluation of recruitment methods might include:
1. Number of initial enquiries received which result in completed application forms.
2. Numbers of candidates at various stages of the recruitment and selection process,
especially those shortlisted.
3. Number of candidates recruited.
4. Number of candidates retained in the organization after six months.
FACTORS AFFECTING RECRUITMENT
Both internal and external factors affect recruitment. The external factors include supply
of and demand for human resources, employment opportunities and unemployment rate, lobour
market conditions, political, legal requirement and government policies, social factors,
information system, etc.
The internal factors include the company’s pay package including salary, fringe
benefits and incentives, quality of worklife, organizational culture, career planning and growth
opportunities, size of the company, company’s product/services, geographical spread of the
company’s operations viz., local, national or global, company’s growth rate of trade unions and
cost of recruitment.
COMPLEXITY OF THE FUNCTON OF RECRUITMENT
Performing the function of recruitment, i.e., increasing the selection ratio is not as
easy as it seems to be. This is because of the hurdles created by the internal factors and external
factors which influence on organization. The first activity of recruitment, i.e., searching for
prospective employees is affected by many factors like:
 Organizational policy regarding filling up of certain percentage of vacancies by
internal candidates;
 Local candidates (sons of soil);
 Influence of trade union;
 Government regulations regarding reservations of certain number of vacancies to
candidates based on community/region/caste/sex; and
 Influence of recommendations, nepotism, etc.
As such, the management is not free to find out or develop the source of
desirable candidates and alternatively it has to divert its energies for the sources within the limits
of those factors though it cannot find suitable candidates for the jobs. The other activity of
recruitment is consequently affected by the internal factors such as:
 Working conditions;
 Promotional opportunities;
 Salary levels, type and extent of benefits;
 Other personnel policies and practices;
 Image of the organization;
  Ability and skill of the management to stimulate the candidates.
It is also affected by external factors like:
a. Personnel policies and practices of various organizations regarding working conditions,
salary, benefits, promotional opportunities, employee relations, etc.,
b. Career opportunities in other organizations; and
c. Government regulations. However, the degree of complexity of recruitment function can
be minimized by formulating sound policies.
SOURCES OF RECRUITMENT:-
The sources of recruitment can broadly be divided into tow categories, namely,
INTERNAL SOURCES:-
Promotion:- promotion of an employee always results in increase in responsibilities,
authority, salary and status of an employee concerned. It is generally a reward for outstanding
performance or because the organization desires to utilize an individual’s skills and abilities in a
better way.

Transfer :-Transfer of an employee from one position to another does not always result in any
change in the nature of his duties, responsibilities, authority, salary or status. However, it may
significantly affect the efficiency and morale of the employee, depending on the type of
environment where he has been transferred.
Employee referrals:- Employees working in an organization may also be the source of
recruitment. People who are known to and recommended by employees may be safely selected
for the job in the organization. An advantage of persons selected through this source is that they
will be loyal and dedicated to the organization. For any lapse or indiscipline on their part the
employees who recommended their names can be held responsible. But it may lead to favoritism,
nepotism and in breeding.
Job posting:- vacancies can be made open for all employees or selected section or department
of an enterprise by placing a notice on notice board giving information about the post vacant. All