Source of recruitment

Recruitment

 "Recruitment is the development and

maintenance of adequate manpower resources."
 It involves creation of pool of available labour
upon whom an organization can depend when it
needs additional employees.
Internal resources

 This refers to the recruitment from within the

company. The various internal sources are
promotion, transfer, past employees and internal
advertisements.
External resources
 External sources refers to the practice of getting
suitable persons from outside.
 The various external sources are
advertisement, employment exchange, past
employees, private placement agencies and
consultants, walks-ins, campus recruitment,
trade unions, etc.
 Employment at factory level:
 Application for vacancies are presented on the
bulletin boards outside the factory or at factory gate
 Used for filling casual vacancies such as of workers

 Labor contractors:
 Workers are recruited through labour contractors who are
themselves employees of the organisation.
 The disadvantage of this system is that if the contractor
leaves the organisation , all the workers ,employed
through him will also leave the organization.
 Advertisement:
 Advertisement through different mediums such
as
newspaper, television, websites, etc
 Covers wide area of market, chances of having
larger number of applicants.

 Educational institutes:
 Certain professional institutes which serves as an external
source for recruiting fresh graduates from these institutes
 Known as campus recruitment
 Employment exchanges:
 There are certain employment exchanges which are run
by government. Most of the government undertakings and
concerns employ people through such exchanges,
 Now-a-days recruitment in government agencies has
become compulsory through employment exchanges.
 Employment agencies:
 Public and private agencies play a vital role in making
available suitable employees for different positions in the
organizations.
 Besides public agencies, private agencies have developed
markedly in large cities in the form of consultancy
services. Usually ,these agencies facilitate recruitment of
technical and professional personnel.
merits demerits
 Qualified personnel  Dissatisfaction
 Wide choices amongst existing staff
 Fresh talents  Lengthy process
 Competitive spirit  Costly process
 Uncertain responses
Process of selection
 Process of matching organizational requirement
with the skills and qualification of people
 Process of putting right people on right job
 Selection process covers the period from job
specification and initial contact with applicant to
his final acceptance and or rejection
Steps in selection process
 Notification:
 Process Starts when boss or manager asks for filling new or
vacant positions
 It gives all info about requirement of new employee to HRD
such as education, job experience and all other relevant
skills, then HRD places advertisement

 Preliminary interviews:
 Applicant are received at organization
 Skills, academic and family background, competencies and
interest, candidate’s knowledge about company are
examined.
 Candidates are given brief up about company and job profile
 Written test:
 Tests are conducted during selection procedure such as
aptitude test, intelligence test, reasoning test, personality
test, etc. depending upon level.
 Tests are used to objectively assess the potential candidate.
They should not be biased.

 Employment interviews:
 one of the most important facets of the employment
selection process is face-to-face interview
 Companies have different procedure for personal interviews
 Some companies prefer to have all-day interviewing sessions,
where candidates meet with different person each hour
 Another option is having candidate meet with key personnel
one day, then inviting back for second to meet with some
executives.
 This process used to find out whether the candidate is best
suited for required job or not.
 Such interviews must me unbiased and should be conducted
properly.
 Selection:
 The hiring manager will usually ask for feedback from human
resources and other employee who interview the job
candidates.
 The hiring managers may also review her notes, or decide which
candidate would fit best in open position.
 The hiring manager will usually select someone with whom she
can work, whether it is candidate’s personality or work ethic.
 Medical examination:
 These tests are conducted to ensure physical fitness
of potential employee.
 It will reduce chances of employee absenteeism.

 Appointment letter:
 A reference check is made about the candidate selected
and then finally he is appointed by giving a formal
appointment letter.