Recruitment

(Search)
• Recruitment is a process of searching and attracting effective job seekers
for employment.

• Recruitment of candidates is a function which takes place before the

process of the selection, which helps to create a pool of prospective
employees for the organization so that the management can choose the
right person for the right job from this selected list.
Types of Recruitment
 Selection
(choosing)
• Selection is the process by which candidates for employment are distinguished between those
who are suitable for the position and those who are not.

• When the process of selection is done than the organization gets the most suitable persons
who possess the ability, qualifications and skills to perform on the required posts for which
they are selected.

• In a selection process more candidates are rejected and less of them are selected, so it can
also be called rejection.
Difference between recruitment and selection

Sr no Basis Recruitment Selection

1. Meaning Searching candidates to It is appointing the employees
apply for particular job. on the right job.
2. Nature It is positive process. It is negative process.
3. Aim To attract more and more To reject unsuitable candidate
candidates for the vacant job. and select suitable candidate
for the job.

4. Contract No contractual relation is Contractual relation is created

created. in the selection process.

5. sequence It precedes the selection. It follows the recruitment

6. Key factor Advertising the job Appointment of the candidate
7.
• As per recruitment and selection policy, the process of talent acquisition starts from recruitment
and is processed further with selection and continues till induction.
• What all is needed to create a robust recruitment policy in HRM:
• Clarity on a strategy to be employed for the implementation of recruitment and hiring policy.
• The recruitment policy must be a nonbiased policy.
• Clear cut guidelines to be followed for recruitment, selection, and induction i.e. Hiring Policy.
• All stakeholders must have defined responsibilities following recruitment policy and procedure.
• There are various factors that affect the recruitment policy of an organization.

• 1. Organisation budget and financials

• 2. Recruitment policy of competitors.
• 3. Job market conditions.
• 4. Specific needs of the organization.
• 5. Government regulations.
• 6. Employment Policy of the government.
Job description of Recruitment and selection (Talent acquisition
specialist)

Talent Acquisition specialist

Job description Candidate Candidate Recommending Arranging

preparation sourcing screening candidates interviews

Advising hiring Makes the formal job Handles

Reporting
managers offer onboarding

Participates in Manages candidate

succession planning experience
• Recruitment Planning
• Recruitment planning is the first step of the recruitment process, where the vacant positions are
analyzed and described. It includes job specifications and its nature, experience, qualifications and
skills required for the job, etc.
• Identifying Vacancy
• The first and foremost process of recruitment plan is identifying the vacancy. This process begins
with receiving the requisition for recruitments from different department of the organization to the
HR Department, which contains −
• Number of posts to be filled
• Number of positions
• Duties and responsibilities to be performed
• Qualification and experience required
• When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether the
position is required or not, permanent or temporary, full-time or part-time, etc.
• These parameters should be evaluated before commencing recruitment.
• Proper identifying, planning and evaluating leads to hiring of the right resource for the team and
the organization.
Job analysis is important for recruitment planning.

2. Recruitment strategy
• Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for
hiring the resources. After completing the preparation of job descriptions and job specifications,
the next step is to decide which strategy to adopt for recruiting the potential candidates for the
organization.
• While preparing a recruitment strategy, the HR team considers the following points −
• Make or buy employees
• Types of recruitment
• Geographical area
• Recruitment sources
• https://www.tutorialspoint.com/recruitment_and_selection/recruitm
ent_process.htm
• https://www.hrhelpboard.com/hr-policies/recruitment-policy.htm
• https://twimbit.com/insights/taj-hotels-success-story

• https://youtu.be/-KuUmyWHjfc
• Tentative gap
• Forecasted manpower –tentative future human inventory
DEptt Current man Forecasted Tentative Potential Tentative Tentative gap
power requirement separation additions future
inventory
A 20 23 2 1 20-2+1 23-19
B 18 15 3 0 18-3+0 15-15
C 15 4 0 0
D 2 2 0 0
E 8 8 2 1
F 7 15 1 0