Recruitment

• The em Ioyment function of the rsonnel / Human Resource Mana ement is

concerned with the task of hiring man wer · r ros tive ·ob vacancies in the
· organisation.
• Once the required number and the kind of human resources are determined, after
formulating human resource plan, the management has to identify, evaluate and find
the places from where the required human resources are / will be available to cater to
the needs of the organisation and also find the means of attracting them towards the
organisation, before selecting suitable c_andidates for jobs.
• . This procedure/ process of determining the number and kind of human resources,
identification, evaluation and finding them out and attracting them towards th~
organisation is generally kriown as recruitment. This process begins with the
aetenmnauon of manpower needs of the organisation and continues with selection,
placement and orientation / induction.
• Recruitment means the process of searching out of better candidates for matching
~ctual or anticipated manpower"requirement of 1:he organisation. -
• In simple sense, the term recruitment stands for discoverin the source / sources
wherefrom the pros~ tive candidates will be selected to cater to the needs o the
organisation.
 Internal Sources of Recroitm~t
When a ·_vacancy ~ses in the organisation, it is given to an employee who is already on
the pay-roll. The mtemal sources_inclu<!_e_th~_fo]JQ~g; _ _ _
~ .ent P~ntUIIUnt Employees ··· · · ··- - - . ·--
When a vacancy arises, organisations consider the candidates from this internal source.
Temporary I Casual Employees
To fill the vacancies_caused in any department, the organisations find this source mostly
at the lower level.owing to availability of suitable candidates. .
Retrenched I ~dired Enq,loyees
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The orgamsafion accommodates the retrenched employees .due· to lay-off 'ind other
causes. The ·cases of retired employees are also considered ·for re-employment as a
g~e of their loyalty to the organisation. ·
pependents of Deceased, disabled and ofthe Retired I Present Emp!t>y~
Some organisations, with a view •to 1. build up image of the. organisation provide
employment to the dependents of deceased, disabled, an<l.9..L.me retir~, and present
employees. . · . ---· ·- :~

.Extemal sources of Recruitment

When the vacancies· are filled in by employing people from outside the organisation., it is
said to be the recruitment fr9m exte~ sources.
The external sources include the roµowing:
• _l}mploY,ment Exc"'!,nges_ . · . ,. . ._.·. - - . . ~- -.:. -
It is often used ~ ·a s~nirce of recrwtment. ln-cer:t.a.iJcase_s-it h~-})een made obligatory for
the organisations to-notify th~ir-vacancies to th~ employment exchange.
• · Advertisement in News Papers and·Pr.,ofessional Journals
This method is frequently used for .recruiting skilled workers: clerical and higher level
staff both technical and manageri~. _
· • Recommenda!ff>ns '!I JJxjstinG_ Emp"!~ - · _. ·- -----.. --.-- ·· - -- ·•
Some .companies/organisation.5; encin.u::age .,their existing .employees to, assist them in
getting applications ftom persons who are known to them. ,~
• ,... __
iruue., /Lab.our Unions - · :-~·--·-- · ~-
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Traae .unions also supply ~killed, lemiskilled-.and manual workers ·to the organisations.
There may be an agreement-0etween the ..~anagement and trade/labour unions that certain
categories of employees are . to ·be--r.ecruited on--the basis of the recommendation of
trade/labour union. · ·
• Casual ApPlicants _ _ .,;....._ _ _ ~-;
So~etimes, job seekers send their appli~ons.directly .to the organization. Organisations
keep a record of thde '~ t appli~and Whenever they,need, they refer to their own
records and inform the job seekeq of their job requirements. Very often they are
recruited, if they are found matching and suitable for the job.
• !_ecruitment Consu~ncy Finns I Consultanl_!_
Recruitment consultancy firms and consultant's act as an intermediary organisation
between the job seekers and the organisation. They provide services to the client
companies by charging fees in respect of recruitment and selection of candi~. ~~st of
the organisations depend on this source for specialised positions and execubve positions.
• Employment Bureaus of Professional Institutions _ · · . .
Organisations refer to the employment blll'eaus of pro(es~!9_~ __it!_stjru.,E~ like_ Indian
Institute of Engineers, Institute of cost and works Accountants of Indm, Institute of
Chartered Accountants, Institute of Company Sec~tar.ie.s. . f91' rcc~~~t of
professionals in the higher positions. Whenever asked for by any organisations, they send
candidates for the purpose.
• Recruitment through internet .lob Siles . -~..... _ _ __ ___ -; . .
Recruitment through internet / job sites have now become very popular to the job seekers
because of its global reach. Organisations also get the opportunity of attracting the best
talents to suit their purposes.
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Campus Recruitment and ·other Modem Sources of Recruitment: External Sources

• Campus Recruitment
Direct recruitment from educational and·professional institutions for certain jobs which
require technical or_professional qualifications, has become a very common practice. A
close liaison between the organisation and . the institutions helps in getting suitable
candidates.
Presently, most of the universities and institutions imparting ~ucation in various
disciplines like engineering, management and technology, etc: ·provide facilities for
campus recruitment and selection. _ ,__. ___;;__..- ~- --- - -
Almost all good private organisations select their required candidates by directly
contacting the institutions and conducting reci:wtment :'in the campus -of the institute for
recruiting the cream of~~ 1!~.W _blo~ ~!#''lt ~ _attract~<L.by-~<?!D~.:...o ~er ·co1:11~titive
organisations.
• Walk-in-Interview
Organisations advise ~e potential job see.k~IS...:...~o ~nd._{9t.. 3!!_~girectly_ on an
intimated date, time · and· place. Any ·candi~ate ·found ·_suitabfu may be sel~ted for
appointment after necessary screening and interview.
• Te'le-Recruitment •
Mo~organisations,_ advertise· their requirement.reiatin;-k>·~~~~~ie~- thr~-~gh internet
and the job seekers send their resume through e-mail.·The employing organisations may
draw ·the CVs through the inten,iet and proceCfI.for tele-conversations with the potential
candidates for recruitment , - - ' ·-· ·
• Head-Hunting I Search ConSultants · ...... -
Generally, the org~sations ask the .·professional organisations to sear~h f~r the best
candidates, against necessary _fees, regarding filling of vacancies in the senior positions.
The professi~.nal (>tganisations help in searching the most suitable candidates and advise
the client o~a:msations accordingly.
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--~__.:~S::,::O::,::UR!~C~ES~O~F~RE_E._C~R~=UITM-===E_NT::
_:...·::A::::T~A::::.G=.L==.AN~~C_E_ _ _7
1 .INTERNAL SOURCES 1-

+
?resent permanent employees
Temporary / Casual employee~
Retrenched / Retired employees
Depe~dents of deceased, disabled ~d of the
retired / present employees. _;_ -- -- ·-- - •·

-,- __"EXTERNAi:. SOURCES - --,~ - - --

Sources--
of .-- - - -- +
Recruitment Employment exchanges
Advertiseioont- in ..newspaper and professional
0

journals
Recommendations of existing employee~
Trade/ Labour unions -- --- .....,__
Casual applicants
·Recruitment consul~cy...frrms / consultants -- --- .
Employment .Bureaus of professional
·institutions
Recruitment through internet / job sites
Campus recruitment
Walk-in-interview
Tele-recruitment
Head huntini! / Search Consultants

The methods of Recruitment

In simple language, the ll_!ethods of recruitment refer to · the ways and means of
establishin links and contacts with the ros ective candidates b the organisation, once
.... e sources of recruitment are identified._
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The methods of recruitment may be classified under the following three-heads:
1. The Direct Method
2. - The Indirect Method
3. The Third Pat1Y Method

1. The Direct Method:, .

,Direct recruitment from educational and professional institutions ior certain jobs
which require technical or Erofessional qualifications, has · become a very common
practice. A ~lose liaison between the-organisation and the institutions helps in getting
suitable candidates. ·
 Presently, most of the universities and institutions imp~g education in ~arious
disciplines like engineering, management and technology, etc. provide facilities for
campus recruitment and selection.
Almost all good private organisations select their required candidates by directly
contacting the institutions and conducting recruitment in the campus of ~e institute
for recruiting the cream of the new blood, bef~re it is attracted by some other
competitive organisations.

2. The Indirect Method:

The indirect methods of recruitment include advertisement 10 news papers,
professional journals, technical magazines, radio and television, etc.
~Thiss::::inethod is freq~ntly used for recruiting skilled workforce, professional,
!._echnical and higher level staff both technical and managerial, _
This method is both useful and suitabl~ for the organisation, in the sense, that the .
organisation can -reach out to a vasts territory or a large tar~et gro:Ql) Jor finding
suitable candidates. • · · -~- ·

3. The Third Party Method:

The third party method of recruitment includes recruitment through recruitment
consultancy firms/consultants, employment bureau of professional institutions and
tradeflabour unions, etc.
Recruitment Consultancy Firms and Consultant's act as an .intermediary
organisation between the job seekers and the organisation. They provide services to
the client companies by ·charging fees in respect of recruitment and selection of
candidates. Most of the organisations depend on thls source for specialised p<>sitions
and executive positions.
Organisations refer to the employment Bureaus of Professional Institutions like
Indian Institute of Engineers, · Institute of cost and -works Accountants of India,
Institute of Chartered Accountants, Institute of Company Secretaries, etc, for
recruitment of professionals in the higher positions. Whenever asked for by any
organisations, they send-~andidates for1:he pmp.ose~---- --
Trade Unions - also· ·supply -•skilled~- st!'.fiiisk:tltat·-mrd-manua1 ·workers- ·t-o the
organisations. There may be an agreement befWeen l1ie"manageme.cit ind trade/labour
unions that certain categories of employees are to be recruited on the basis of the
recommendation of trade/labour union.