TYPES OF

RECRUITMENT
UGC NET, UPSC, B.A., M.A, PCS
By - Dr. Komal Singh Chauhan

LyceumwithKSC
Mainly 3 Ways to categorise types of Recruitment :

1. Recruitment from Within (Internal) vs

Recruitment from Outside (External)
2. Negative & Positive Recruitment
3. Mass & Individual Recruitment
Recruitment from within or Internal Recruitment
• Recruitment which takes place within the organization, aka indirect recruitment.
• Includes employees already in the organization
• When the vacant seats in the organization are filled by the employees of the
organization only, it is known as internal recruitment.
• 3 ways or sources through which employees are recruited - Transfers,
promotions and Re-employment of ex-employees.
1. Transfers – No change in rank and responsibilities ; shifting of employees from one
department to another department or one location to another location
2. Promotions - through Internal Job Postings on vacant seats ; upgradation from lower
position to a higher position
3. Re-employment of ex-employees - employees can be invited and appointed to fill
vacancies in the concern.
 ADVANTAGES OF RECRUITMENT
FROM WITHIN
1.Internal recruitment improves morale of the employees, as they will be
promoted if they work harder.
2.Leads to increase in employee’s productivity as their motivation level
increases.
3.It also saves time, money and efforts, as it costs less to recruit from
within.
4.As a person is already working in the organization, they require less
training and instructions in comparison to a new employee.
 DISADVANTAGES OF RECRUITMENT
FROM WITHIN
• Discourages new blood from joining the organization.
• There could be issues or conflicts between the employees
who are promoted and who are not.
• If an internal employee is promoted or transferred to another
position, then his/her position will become vacant.
• Causes demotivation among Employees who are not
promoted and leads to less productivity.
Recruitment from Outside or External Recruitment
• When the vacant seats in the organization or Government agencies are filled
up by people from outside the organization.
• In other words, the applicants applying for the job are not part of the
organization, aka Direct Recruitment.
• A new candidate is interviewed, screened and selected.
• Candidates can be recruited through advertisement in print and electronic
media, campus recruitment in which the organization visit technical,
management, and professional institutions for recruiting students directly for
the new positions, by Recommendation of certain people who have
experience in a particular area. or through Employment Agencies which are
professional organizations that help the organization in hiring personnel.
 ADVANTAGES OF EXTERNAL
RECRUITMENT
• Gives a chance to Young blood to join the organization which
bring with them new ideas
• Increases choice of selection as number of candidates apply for a
particular post.
• No conflicts between the employees related to indirect
recruitment.
• All qualified persons get an equal opportunity for a position so it is
democratic in nature.
 DISADVANTAGES OF EXTERNAL
RECRUITMENT
• Expensive as lot of money and time is spent on recruitment process and the
training of the raw young men joining service for the first time
• Reduces morale of the employees and demotivates them as chances of
promotion to higher levels of service become bleak or weak as they are filled
through direct recruitment.
• Can create conflict in the organization as the old, experienced people in
service may not be able to tolerate young people, who are inexperienced in
comparison, to boss over them.
• Lack of co-operation between the existing staff members and the new
employees recruited externally.
 Positive & Negative Recruitment
• Positive Recruitment encourages more and more candidates to
apply for a post.
• Positive recruitment includes methods like advertisement in print
and electronic media, to attract more and more people to apply for
the job.
• Negative method of recruitment aims at - keeping the unqualified
and unfit candidates out.
• When the number of applicants is much more than the available
vacancies, then negative method of recruitment is followed – by
eliminating the unqualified and less competent persons.
 Mass & Individual Recruitment
Mass Recruitment - When a large number of posts of general nature are to be
filled up, then mass recruitment techniques are adopted.
Lots of employees are recruited altogether.
Advertisement in mass media of communication, a large number of applications,
procedure of examination and interviews etc. are followed to fill up large number
of vacant posts.
Individual Recruitment - when particular posts requiring specialised knowledge,
skill or technical know-how and experience, are to be filled up then individual
recruitment method is followed.
Candidates are required for a specific position or job.
In such cases, the number of posts to be filled up is very small. Both these
methods are used by the Public Service Commissions in India.