Recruitment

Job
HRP & Selection
Analysis
Needs
What is recruitment ?
The meaning of the word "recruitment" comes from the French word
"recruit", which literally means to enroll somebody, to levy, to hire for
money. Recruitment is a positive process of searching for
prospective employees and stimulating them to apply for the jobs
in the organization. When more persons apply for jobs then there
will be a scope for recruiting better persons.
 Edwin B. Flippo defined the recruitment process –
‘Recruitment is the process of searching the
candidates for employment and stimulating them to
apply for jobs in the organization.’
 Recruitment or Hiring is the process of searching and attracting the right
candidates for hiring them for vacant jobs in an organization. Recruitment
refers to the process of searching for potential employees and influencing
them to work for their organization. Recruitment refers to the process of
identifying, attracting, interviewing, selecting, hiring and on boarding
employees. In other words, it involves everything from the identification
of a staffing need to filling it.
For organizations;
 ‘employees are their greatest
assets’.
 Hiring the right people is of

paramount importance.
 Finding most suitable person
for a particular job.
“ THE KEY FOR US, NUMBER ONE, HAS
ALWAYS BEEN HIRING VERY SMART
PEOPLE.”
-- BILL GATES
“Recruitment is the process of locating identifying &
attracting capable applicants.”
-TAYLOR

          “Recruitment is a process of searching for

prospective employees & stimulating & encouraging
them to apply for jobs in an organization.”
-FLIPPO
 Toattract people with multi-dimensional skills
and experiences that suits the present and future
organizational strategies.
 Toinduct outsiders with a new perspective to
lead the company.
 Toinfuse fresh blood at all levels of the
organization.
 To develop an organizational structure that attracts
competent people to the company.
 To search or head hunt/head pouch people whose skills
fit the company’s values.
 To devise methodologies for assessing psychological
traits.
 To seek out non-conventional development grounds of
talent.
 To search for talent globally and not just within
the company.

 Todesign entry pay that competes on quality but

not on quantum.

 Toanticipate and find people for positions that do

not exist yet.
Internal factors External factors

Size of the organization. Supply and Demand

Recruiting Policy. Labour market

HRP Unemployment situation

Growth and Expansion Labour laws

Cost Legal Considerations

5 STEPS IN RECRUITMENT PROCESS

1. Planning
2. Strategy development
3. Searching
4. Screening
5. Evaluation and control
The various sources of recruitment are classified
into 2 broad categories, namely

 Internal sources
 External sources
Internal Sources External Sources
Present employees Direct Recruitment
Employee Referrals Advertisements
Former Employees Employment exchange
Previous Applicants Campus recruitment
Transfer Walk-ins & Write-ins
Promotion Consultants
Labour Contractors
Placement Agencies
Radio and Television
Acquisitions and Mergers
Competitors
E-Recruiting
1. Internal recruitment can be used as a technique
of motivation.
2. Morale of the employees can be improved.
3. Suitability of the internal candidates can be
judged better than the external candidates as
“known devils are better than unknown angels
4. Trade unions can be satisfied.
5. Social responsibility towards employees may be
discharged
1. The suitable candidates with skill, knowledge,
talent, etc are generally available.

2. Candidates can be selected without any pre-

conceived notion or reservations.

3. Cost of employees can be minimized because

employees selected from this source are generally
placed in minimum pay scale.
4. Expertise, excellence and experience in other
organizations can be easily brought into the
organization.
5. Human resource mix can be balanced with different
background, experience, skill, etc.
6. Latest knowledge, skill, innovative or creative talent
can also be followed into the organization.
7. Long-run benefit to the organization in the sense that
qualitative human resources can be brought.
Selection is the process of putting right men on the right
job. It is a procedure of matching organisational
requirements with the skills and qualifications of
people. Effective selection can be done only when
there is effective matching. By selecting best
candidate for the required job, the organisation will
get quality performance of employees.
1. Preliminary Screening
2. Selection Test-
a. Intelligence(IQ level)
b. Aptitude(potential to acquire new skills)
c. Personality Test
d. Trade(existing skills)
e. Interest Test(job)
3. Employment Interview
4. References and background check
5. Selection Decision
6. Medical Examinations
7. Job Offer
8. Contract of Employment