PRESTIGE INSTITUTE OF

MANAGEMENT AND RESEARCH

NAME: RASHI TANWANI

COURSE: B.COM(HONS)-C
TOPIC: RECRUITMENT
SUBMITTED: PROF. AJAY MALPANI
 RECRUITMENT
Recruitment means inducing or attracting more and more
candidate to apply for vacant job positions in the
organisation. In general words recruitment means search for
candidate who can perform the vacant roles and inducing
them to apply and come forward for filling the vacant roles.
The recruitment function is very important because the end
result of recruitment function is receiving large number of
application to make the selection form.
PROCEDURE OF RECRUITMENT

RECRUITMENT SOURCES OF
PLANNING. RECRUITMENT.

SELECTION CONTRACTING
PROCESS. SOURCES.

APPLICATION
POOL
 STEP 1: RECRUITMENT PLANNING
1. NUMBER OF CONTRACTS: organisation generally plan to attract more applicants
than what they intend to select as they wish to have option in selecting the right
candidate. The option is required because some of the candidates may not be
interested in joining the organisation, some may not meet the criteria of selection.
Therefore, each time a recruitment programme is contemplated, the organisation
has to plan about the no. of applications it should receive in order to fulfil all the
vacancies with right personnel.

2. TYPES OF CONTRACTS: This refers to type of personnel to be informed about the

job openings based on job description and job specification. This determines
prospective personnel may be communicated about the job openings

STEP 2: SOURCES OF RECRUITMENT

1. INTERNAL SOURCES OF RECRUITMENT = Under the internal sources of
recruitment the vacant job positions are filled by inducing the existing
employees of the organisation. The vacant job positions are filled by using
the existing employees only and no outsiders are permitted in internal
sources.
FOLLOWING ARE THE FEW METHODS: Promotion, transfers.

2. EXTERNAL SOURCES OF RECRUITMENT= when the candidate form

outside the organisation are invited to fill the vacant job positions then it is known as
external sources f recruitment. In other words organisation needs its manpower
requirement from outside the organisation then it is external requirement.
FOLLOWING ARE THE FEW METHODS: campus recruitment , casual callers,
placement agencies, recommendations, web publishing.

STEP 3: CONTRACTING RESOURCES

After the finalisation of sources from where the prospective candidate will be
selected, the process of contracting these sources starts. Recruitment is a two way
street; it involves recruiter and recruitee. A recruiter has a choice of whom to recruit
based on the information about the candidate. In the same way a recruitee must
have information about the organisation to decide whether to join it or not.
STEP 4: APPLICATION POOL
Whatever the method of recruitment is adopted, the ultimate objective is to attract as
many as candidates as possible so as to have flexibility in selection. When the sources
of recruitment are contracted, the organisation receives application from prospective
candidates. The no. of applications depends upon the type of job, type of organisation,
and the condition in specific human resources market.

STEP 5: SELECTION PROCESS

Selection is the process of differentiating between applicants in order to identify time
with a greater likelihood of success in a job. In the selection process highly
specialised techniques are required. Therefore in the selection process only
personnel with specific skills like expertise in using selection tests, conducting
interviews, etc are involved.
SOURCES OF RECRUITMENT
Recruitment sources are the medium of choosing candidates for the
recruitment process. They tell us suitable candidate available in required
number. They sources are completed after finalisation of the recruitment
plan.
SOURCES OF RECRUITMENT

EXTERNAL SOURCES OF INTERNAL SOURCES OF

RECRUITMENT RECRUITMENT

CAMPUS
RECRUITMENT PROMOTION
PLACEMENT
AGENCIES PREVIOUS APPLICANTS

CASUAL CALLERS. TRANSFER

WEB PUBLISHING

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