RECRUITMENT & ITS SOURCES

BY AMANDEEP SINGH
MBA (CORE) 1ST SEM
 WHAT IS RECRUITMENT?

• Recruitment is the process of identifying, screening, shortlisting and hiring potential

resources for filling up vacant positions in an organization.
• In Simple Words,” it is the process of choosing right person for the right position at
the right time.
• According to Edwin Flippo: “Recruitment is the process of searching the candidates
for employment and stimulating them to apply for jobs in the organization. “
• Recruitment is the activity that links the employers and the job seekers
 STEPS OF RECRUITMENT PROCESS

1. Recruitment Planning (number and type of applicants to be contacted)

2. Strategy Development (make or buy; where and how to look for Jobseeker)
3. Searching ()
4. Screening (shortlisting, filtering and removing unqualified applicants)
5. Evaluation and Control (validation of effectiveness of process and methods)
 SOURCES OF RECRUITMENT

INTERNAL EXTERNAL

Hiring within the organization Hiring from outside the organization

 INTERNAL SOURCES

• This involves recruiting candidates within the organization to fill the vacancy.
1. Promotions
2. Transfers
3. Former Employees
4. Internal Job Posting
5. Employee Referrals
6. Previous Applicants
 PROS AND CONS OF INTERNAL SOURCES

PROS CONS
1. Cost effective, easy, quick, & less time consuming 1. It may miss good outside talent

2. Boosts employee’s morale and motivation 2. Limited scope, not brings new ideas & innovation

3. People already familiar with the organization 3. Office politics play a greater role in this

4. Good performance is recognized & rewarded 4. If an internal resource is promoted or transferred,

position of that person will remain vacant
 EXTERNAL SOURCES
• This involves recruiting a candidate from outside the organization.
1. Advertisements
2. Direct Recruitment
3. Employment exchange
4. Professional and Trade Associations
5. Employment Consultants & Agencies
6. Campus Recruitment
7. Job fairs and Walk-ins
8. E-Recruiting
 PROS AND CONS OF EXTERNAL SOURCES
PROS CONS

1. Brings new ideas and innovation to Company 1. Cost is high

2. Broader scope for hiring right candidate 2. Consumes more time

3. Provides new opportunity for Jobseekers 3. Can hurt employee morale and loyalty

4. No biasing, No office politics 4. External candidates demand more salary and

benefits.
5. Increase Organization Brand image 5. Takes more time to train an external candidate
 JOB TITLE- DIRECTOR OF COLLEGE
The post of Director of college is a very responsible and high level position job. The
Director of college has a critical role to play as a leader, as a facilitator, as a
mentor, as a manager, as a mediator and as an agent of development for college
as a whole and for the individuals in college.

RESPONSIBLITIES OF DIRECTOR OF COLLEGE:-

To see that excellent faculties are recruited, retained, rewarded and supported.
To ensure high quality of education, high quality of student experience.
 To ensure growth of college and students in terms of infrastructure, education
standards and Placements etc.
 To maintain academic standards.
 QUALIFICATIONS AND SKILLS REQUIRED:-

• An eminent scholar with Ph.D. qualification(s) in the concerned/allied/relevant

discipline and published work of high quality, actively engaged in research
• A minimum of 10 years of teaching experience in university/college as
Professor, and research experience at the University/National level
institutions/industries.
• Excellent verbal, analytical, organizational and written skills.
• Ability to manage a number of competing demands.
SOURCES OF RECRUITMENT FOR DIRECTOR

Internal External

Promotions Advertisements

Former E-recruiting
Employees

Employee Professional
Referrals Associations
 INTERNAL SOURCE
PROMOTIONS
• Builds morale and motivates employees
• Well known by organization and more familiar with organization
• Cheaper
• Limiting the choice to a few people

FORMER EMPLOYEES
• Come back of Retired or retrenched employees
• Performance known
• Re-hires are quick to work
• Familiar with the organization’s policies and procedures
EMPLOYEE REFERRALS

• Potential candidates being referred

• Fit to Job title
• Effective way of sourcing at low cost
• A way of motivating employees by giving
them referral bonus
 EXTERNAL SOURCES
ADVERTISEMENTS
• Most popular method because of wide reach
• Ads in Newspapers and Professional Journals
• Wider scope for selecting the right candidate
E-Recruiting
• Recruitment through electronic media
• Job portals like Naukri.com, Monster.com, Shine.com enable recruiters to reach
out to a large audience.
• Broader scope for selecting the right candidate
• Fast, quick, time and money saving

PROFESSIONAL ASSOCIATIONS
• Acts as a bridge between the organizations and the Job-seekers
• A great source of passive candidates
• Pool of Professional persons with knowledge
 THREE BEST SOURCES OF RECRUITMENT FOR
THE POST OF DIRECTOR
Selection of Recruitment source depend on the job title, nature of organization,
requirement and objective of the organization.
1. PROMOTION-:
• Upgrading of an employee to a higher position carrying higher status
• Higher pay and responsibilities
• employees promoted are well known by the organisation and more familiar with organizational culture
• Get motivated, boost morale

2 . FORMER EMPLOYEES-:
• The re-hires are quick to work
• Fully aware about the organization culture, policies
• Cost Effective
• Prior Knowledge and experience about work environment
3. EMPLOYEE REFERRALS-:
An employee referral scheme encourages a company's existing employees to select and recruit the
suitable candidates from their social networks.
• Cost Effective and less time consuming
• Better Candidate Quality

CONCLUSION
• Employing the right person is most important part of an organization. It is essential to
have a good recruitment process to attract the right kind of employees for the
organization needs.
• Recruitment is very important activity as it provides right person in right place at
right time.
• To conclude, the HR department should be flexible enough to choose between
internal or external methods of recruitment, depending upon the requirement/need
of the organization.
• One more thing Organization’s future depends on recruitment process.
 CONCLUSION
• Employing the right person is most important part of an organization. It is
essential to have a good recruitment process to attract the right kind of
employees for the organization needs.
• Recruitment is very important activity as it provides right person in right place
at right time.
• To conclude, the HR department should be flexible enough to choose between
internal or external methods of recruitment, depending upon the
requirement/need of the organization.
• One more thing Organization’s future depends on recruitment process.