Meaning of Recruitment
Meaning of Recruitment
Meaning of Recruitment
PLANNED
i.e. the needs arising from changes in organization and
retirement policy.
ANTICIPATED
Anticipated needs are those movements in personnel, which
an organization can predict by studying trends in internal
and external environment.
UNEXPECTED
Resignation, deaths, accidents, illness give rise to
unexpected needs.
5. Short-listing
6. Arrange interviews
Sources Of Recruitment
SOURCES OF RECRUITMENT
Internal Sources Of Recruitment
Some Internal Sources Of Recruitments are given
below:
1. TRANSFERS
The employees are transferred from one department to
another according to their efficiency and experience.
2. PROMOTIONS
The employees are promoted from one department to
another with more benefits and greater responsibility
based on efficiency and experience.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges,
medical Colleges etc. are a good source of recruiting well
qualified executives, engineers, medical staff etc. They
provide facilities for campus interviews and placements.
This source is known as Campus Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment
functions on behalf of client companies by charging a fee.
These
4. EMPLOYMENT EXCHANGES
Government establishes public employment
exchanges throughout the country. These exchanges
provide job information to job seekers and help
employers in identifying suitable candidates.
5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors
who maintain close contacts with the sources of such
workers. This source is used to recruit labour for
construction jobs.
6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known
companies on their own. Such callers are considered
nuisance to the daily work routine of the enterprise.
But can help in creating the talent pool or the
database of the probable candidates for the
organisation.
• Organizational objectives
• Personnel policies of the organization and its
competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.
4. COST
Recruitment incur cost to the employer, therefore,
organizations try to employ that source of
recruitment which will bear a lower cost of
recruitment to the organization for each candidate.
2. LABOUR MARKET
Employment conditions in the community where the
organization is located will
3. IMAGE / GOODWILL
Image of the employer can work as a potential
constraint for recruitment. An organization with
positive image and goodwill as an employer finds it
easier to attract and retain employees than an
organization with negative image. Image of a
company is based on what organization does and
affected by industry. For example finance was taken
up by fresher MBA’s when many finance companies
were coming up.
5. UNEMPLOYMENT RATE
One of the factors that influence the availability of
applicants is the growth of the economy (whether
economy is growing or not and its rate). When the
company is not creating new jobs, there is often
oversupply of qualified labour which in turn leads to
unemployment.
6. COMPETITORS
The recruitment policies of the competitors also
effect the recruitment function of the organisations.
To face the competition, many a times the
organisations have to change their recruitment
policies according to the policies being followed by
the competitors.
• Unbiased policy.
• Organizational objectives
OUTSOURCING
In India, the HR processes are being outsourced from
more than a decade now. A company may draw required
personnel from outsourcing firms. The outsourcing
firms help the organisation by the initial screening of the
candidates according to the needs of the organisation
and creating a suitable pool of talent for the final
selection by the organisation. Outsourcing firms develop
their human resource pool by employing people for them
and make available personnel to various companies as
per their needs. In turn, the outsourcing firms or the
intermediaries charge the organisations for their
services.
Advantages of outsourcing are:
1. Company need not plan for human resources much
in advance.
• POACHING/RAIDING
“Buying talent” (rather than developing it) is the
latest mantra being followed by the organisations
today. Poaching means employing a competent and
experienced person already working with another
reputed company in the same or different industry;
the organisation might be a competitor in the
industry. A company can attract talent from another
firm by offering attractive pay packages and other
terms and conditions, better than the current
employer of the candidate. But it is seen as an
unethical practice and not openly talked about.
Indian software and the retail sector are the sectors
facing the most severe brunt of poaching today. It
has become a challenge for human resource
managers to face and tackle poaching, as it weakens
the competitive strength of the firm.
• E-RECRUITMENT
Many big organizations use Internet as a source of
recruitment. E-recruitment is the use of technology
to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers
send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job
seekers place their CV’s in worldwide web, which can
be drawn by prospective employees depending upon
their requirements.
o Low cost.
o No intermediaries
E-Recruitment