Prof.

Aruna Gamage
University of Sri Jayewardenepura
After studying this lesson successfully, you should be able to:
Define what Recruitment means.
Explain the significant of Recruitment.
 Detail recruitment process.
Differentiate between internal recruitment policy and
external recruitment policy and point out major advantages
and disadvantages.
Understand various methods of Recruitment.
Often responsibility of performing the recruitment function goes to
HR department of the organization.

A very large organization continuously recruits applicants for job

vacancies and therefore, there may be a separate HR specialist called
recruiter or recruitment specialist or employment specialist or personnel
specialists –HR Executive- Recruitment.
 HRP
Determining needed type and number of Employees

Selection
Job Analysis Recruitment Determining the most
Providing JD & JS appropriate person
to fill the vacancies

Reward Management
Deciding competitive salaries/wages,
incentives and benefits used to attract job applicants
A Model for Recruitment Process
Identify job vacancies

Ascertain Job requirements

Consider factors affecting recruitment

Prepare job application

Select the method (s) of recruitment

Implementation

Evaluation of recruitment process

1.Identify job vacancies
It is possible to know the number of vacancies with regard to
a certain job through Human Resource Plan.

2.Ascertain Job requirements

Having identified job vacancies, HR manager or relevant
manger who is in charge of requirement should ascertain job
requirements
(special job characteristics and qualifications and qualities to
be possessed by the needed person to perform the job)
3.Consider factors affecting recruitment

Its is very important to consider what factors

affect the requirement effort.
 Organization recruitment policy
 Internal recruitment policy
 External recruitment policy
 Cost
 Employee market condition
 Type of needed employees
 Time
 Advantages and Disadvantages of internal
recruitment policy
Advantages Disadvantages
• Creates employee moral • Prevent from flowing inside of
• Possible to attract people who new knowledge and skills
expect career development • No opportunity of having the
• Possible to retain current most appropriate man from a
appropriate employees large number of recruits
• Motivates employees • Avoids new blood. Retains old
• Cheaper/Lesser cost blood. Inbreeding occurs
• Encourage sound labor- • Higher cost in procuring
management relationship professional
• Lesser orientation time or need • Employees promoted beyond
of induction his/her competence
 Advantages and Disadvantages of External
recruitment policy

Advantages Disadvantages

• Opportunity get people with new • Demotivate internal/current

knowledge and skills employees

• Possible to employ more active • Attraction efforts (comparatively

and young executives and higher cost for attraction effort)
specialist
• Leads to bad/negative labor and
• Lower cost for training and industrial relations
development
4.Prepare job application

Job application form can alternatively be

called Employment Application Form. Specially
job application form prepared by the
organization is used to collect information
about job applicants in uniform way.
5.Select the method (s) of recruitment

It is essential to know where to recruit in order to find

out suitably qualified applicants. There are two major
types of methods of requirements

1.Internal – These methods are used when recruiting

applicants within the organization

2.External- These methods are used to recruit job seekers

outside the organization. These job seekers are
employees who are working for other organizations and
people who are not currently employed but are seeking
jobs.
1.Simple word of mouth
This means that the management informs
internal relevant employees verbally about
the job vacancies and request them verbally
to apply for.
2. Job posting and bidding
This means notifying job vacancy or
vacancies on organizational notice boards or
in organizational magazines or booklets or
newsletters and calling for applications.
3.Skills inventories and Management inventories
A skills inventory refers to a document that
specifies competencies of a current non
managerial employees in the organization while a
management inventory refers to a document
that catalogues technical competencies, human
relation competencies, and other competencies
of a current manager in the organization.

4. Intranet
Using computers job vacancies can be advertised
among current employees within the
organization.
5. Succession Plans

Succession plans are kind of human resource

plans and they show future replacements
when relevant job vacancies occur.
External Methods

1.Employee Referrals( Internal)

This method involves requesting current employees who are working for
the organization concerned to send suitable job applicants for the job
vacancies.

2.Employee Referrals ( External)

This method involves informing present employees who are working in
other organizations about job vacancies and requesting them to
recommend their friends or relatives or other qualified persons seeking
jobs.
3. Pre –Applicants ( walk-ins and write-ins)
walk- ins are job seekers who come to the organization in search of jobs
while write-ins are job seekers who write to the organization by sending
their applications.
4.Past employees
Past employees are the people who have previously
worked for the organization that wants to recruit.

5.Educational Institutions
Educational institutions refer to schools, colleges, and
universities.
6.Employment Agencies
An organization can delegate the work of recruitment
to an employment agency which is a business
organization specializing in recruitment.
7.Executive and professional search firms
These are also a type of employment agencies but they
differ from them in terms of recruitment approach.
Agencies recruit people through advertising while executive
and professional search people through personal contacting

8.Employee organizations/ Trade unions

People for employment can be recruited from employee
organizations such as trade unions.

9.Professional Institutions
Professional institutes such as chartered Institute of
Accountants of Sri Lanka, CIPM Sri Lanka, Sri Lankan
Institute of Marketing etc., can be contacted in order to find
people suitable for relevant professional jobs.
10.Job/ Career Fairs
A job or career fair is a special event organized
by a group of organizations or employers for
the purpose of recruitment. It involves many
different employers gathering at one location
to recruit job seekers who come from all the
areas of the country.
11.Internet Job- posting sites
Using Internet, qualified job seekers can be
recruited. There is a separate site for notifying
all the details of job vacancies
12.Advertising

This is the most popular method of seeking recruits. An

organization may publicize its job vacancies through
modes such as televisions, radio, banners, posters and
newspapers.

Open Advertisement Blind Advertisement

Gives the name of the
organization which wants to
recruit and address of the
organization
Does not reveal the name and
address of the organization.
Applicants are requested to
submit their applications to a
post box or to the advertiser
6.Implementation

Under this step, decisions taken in the above steps

are implemented. Performance of the above steps
results in development of recruitment plan really. To
implement this plan occurs in this step. It involves
that individuals apply for job vacancies and the
organization receives the applications from those
individuals.
 7.Evaluation of recruitment process

Ratios of Evaluating Success of Recruitment

1.No of applicants attracts

2.No of applicants attracted in specific time duration

3.Recruitment cost per head

RCH= Total recruitment cost

No of applicants attracted
4. Ratio of suitable to not suitable
 Ways of increasing number of applicants
 Communicate necessary and adequate information about the job and
the organization

 Give realistic information about the job

 Expand opportunities for career development

 Reduce the political interference

 Expand welfare facilities