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Effectiveness and

problems of
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Human Resources is the combination of
quantitative and qualitative assessment of
human beings in the society. It does not mean
only the number of people working in the
organization: but it is the aggregate of
employees, employee skills, knowledge, ability
talents, aptitude, and creativity. The success
and failure of an organization depends to an
extent as to how much efficient, experienced
and capable employees are procured and
Recruitment forms the first stage in the process,
which continues with the selection and cease with
the placement of the candidate. Recruitment
makes it possible to acquire the number and type
of people necessary to ensure the continued
operation of the organization.
Meaning and Definition:
In simple terms Recruitment is understood as
a process for searching and obtaining applicants
for jobs, from among the available recruits.
Attract and encourage more and more candidates to
apply the organization.
Create a talent pool of candidates to enable the
selection of best candidates for the organization.
Determine present and future requirements of the
organization in conjunction with its personnel
planning and job analysis activities
Increase the pool of job candidates at minimum cost.
Internal sources External sources
1. Advertisement
1. Transfer
2. Casual callers
2. Promotion
3. Employment exchange
3. Internal advertisement
4. Educational Institutions
4. Lent services
5. Labor union
5. Extension of services
6. Recommendation of
6. Absorption of services employees
7. Waiting lists
No cost and less time consuming.

No need of training.

Build strong relationship with employees.

Motivates others to work hard to get high positions.

Easy to pick best talent within the organization very quickly.

Long stay with the company when promoted to high level.

The position of a person who is promoted
will be vacant.
There may be partiality in promoting
No new opportunity for external
Dissatisfied employees may quit if co
workers is promoted to higher level.
Creates new opportunity for external employees.
Best candidates can be played for the role.
Cost of employees can be minimized.
Increase the selection ratio.
There is less chance of partiality.
Uniqueness in employees worked for different companies
can take the current company to extra mile.
Able to recruit skills it needs.
Cost of hire is high.
External process is more time consuming
than internal process of recruitment.
Sourcing quality candidates becomes
difficult for the companies
To attract people with various skills and experiences that suit
the present and future organizational strategies.
To induct outsiders with a new perspective to lead the
To infuse fresh blood at all levels of the organization.
To develop an organizational culture that attracts competent
people to the company.
To search or head hunt/head pouch people whose skills fit
the companys values.
To devise methodologies for assessing psychological traits.
To seek for talent globally and not just within the company.
To design entry pay that competes on quality but not on
To anticipate & find people for positions that does not exist
The five steps involved in recruitment
process are as follows:
Recruitment Planning
Strategy Development
Evaluation and Control
Develop a job advertising database.
Set time aside to review resumes & interview
Use a tracking form to keep track of
candidates, qualifications and progress.
Cluster candidate interviews.
Build relationships with candidates.
Review, Follow up and revise the
recruitment process.

Cost per hire-- (Advertising costs + Consultancy Fees +

Total Interview Costs/ Total Hires)
Time to Fill (Total Days to Fill/ Total Hires)
Quality of Hire - (Average performance score of headcount
within 0-1 years of services/Average performance rating of
total headcount [exc. temp staff])
1. Voluntary - (Total Voluntary Separations [exc. temp staff]
within 0-1 years of service/ Total Headcount [exc. temp
2. Poor Quality Hire Rates- (Total Separation [exc. temp
staff] with less than 1 years of Service/Total New hires [exc1.
Voluntary - (Total Voluntary Separations [exc. temp staff]
within 0-1 years of service/ Total Headcount [exc. temp
1.The need to make a speedy hire.
2. Not having enough resources.
3.Being unable to find the perfect candidate for a
certain position
4. Understanding and using analytics effectively
5. Finding workers who fit the company culture
The human element of organization is the most crucial asset of an organization.
Taking a closer perspective-it is the very quality of these assets that sets an
organization apart from the other, the very element that brings the organizations
vision into fruition.
Thus, one can grasp the strategic implications that the manpower of an organization
has in shaping the fortunes of an organization. This is where the complementary
organization is a subject on which the experts have pondered, deliberated and
studied, considering the vital role that they obviously play.
The essence of recruitment can be summed up as the philosophy of attracting as
many applicants as possible for given jobs. The face value of this definition is what
guided recruitment activities in the past. These days, however, the emphasis is on
aligning the organizations objectives with that of the individuals. By making this a
priority, an organization safeguards its interests and standing. After all, a satisfied
workforce is a stable workforce which also ensures that an organization has credible
and reliable performance.
The end result of the recruitment process is essentially a pool of applicants. Next to
recruitment, the logical step in the HR process is the selection of qualified and
competent people. As such, this process concentrates on differentiating between
applicants in order to identify and hire those individuals whose abilities are
consistent with the organizations requirements
In the project, we examine the effectiveness of recruitment process, its need and
importance. The constraints and challenges it faces and possible measures that can be
In the end, this project endeavors to present a comprehensive picture of recruitment
processes, its problems and effects on the organization and hopes to enable the reader
to appreciate the various intricacies involved