Recruitment:

“Stimulate potential candidates to apply for the job”

Recruitment is the key function of the HRM to stimulate potential candidates to apply for the job.

It is affected by various factors such as size of organization, nature of organization, good-will, working
environment, nature of jobs, socio-political environment, salary, allowance and labor market.

Sources of Recruitment:

A. Internal Recruitment:

Organization seeks job candidates from among the ranks of those currently employed.

1. Promotion: It is the advancement of an employee within an organization position or job ranks.

2. Transfer: It is a horizontal or lateral movement of an employee from one job, section, department or
position to another place where his salary, status, and responsibility are the same.

3. Job Rotation:

It is a job design method in which employees are moved between two or more jobs of same level.

4. Job Posting:

Job posting is a procedures for informing to all employees the fact that a job opening exists.

5. Employee Referral:

It is employed by org. to identify potential candidates from their existing employee’s social networks.

6. Skills Inventory: It is a list of basic information on all employees such as age, sex, type of job
experience, salary, special achievements, type of job preference, etc.

B. External Recruitment:

Organization seeks job candidates from outside the organization.

1. Walk-in/Factory Gate Method:

Applicants reach the organization or employer by e-mail, telephone, and letter or through person.

2. Advertising:

It is the way of communicating the organization’s employment needs to the public through media.

3. Educational Institutions:
Technical and vocational institutional institutions and high school provide lower level and colleges and
universities provide managerial level personnel.

4. Job Fairs/Career Fair or Expo:

Recruitment method engaged by a single employer or group of employers to attract a large number of
applicants for interview.

5. Cyberspace: It is an internet recruitment or virtual job fair.

6. Professional Association:

They provide services in different kinds of occupations such as engineering, psychology, legal, etc.

7. Internship:

It is an opportunity offered by an employer to potential employees to work at a firm for a fixed period of
time.

Process of Recruitment:

- Identifying the needs

- Preparing job analysis with job description and specification

- Searching of talent or potential candidates

- Influence or stimulate to potential candidates to apply job or post

- Screening and Shortlisting

- Process or forward for Selection process.

Importance of Recruitment:

- To help to entire human resources mgmt. process

- To stimulate potential candidates to apply job or post

- To determine present and future requirements of employee

- To increase list of potential candidate for selection process

- To make effective selection, training and development process

- To expand system and approach to pull talent for an organization an employee

Internal recruitment: External recruitment:

Advantages: Advantages:
Cost efficient Diverse talent pool
Faster processing Fresh perspectives
Motivation and morale Specialized skills
Knowledge retention Reduced internal politics
Lower risk Opportunities for fresher
Disadvantages: Disadvantages:
Lack of opportunity Costly
Limited pool Time consuming
Internal conflict Employee morale
Skills gaps Demotivating
Lack of diversity Uncertainty.

Q. What is selection? What are its objectives?

“Choosing most suitable person”

Selection process can be defined as the process of choosing right candidates for the vacant position.

Process of Selection:

1. Received or collect application from applicants or concerned authority

2. Screening and pre-selection of applicants

3. Assessment and evaluation of applicants:

- Written test

- Interview

- Physical test and certification

4. Group discussion

5. Technical/practical evaluation

6. Recommendation or reference or background checking

7. Provide job offer, appointment letter and contractual agreement

8. Selection.

Importance of Selection Process:

- It helps to reduce employee turnover

- It helps to ensure regarding new employees

- It helps to matched right person for right job

- It helps to fulfill vacant position with appropriate and best candidates

- It helps to make effective training and development with low cost

- It helps to make effective and qualitative working environment

- It helps for effective overall human resource mgmt. process

- It helps for smooth operation of an organization activities.

Q. What are the principles of effective Recruitment and Selection Process?

Principles are:

Principles of compliances

Principle of flexible and dynamic

Principles of policy and procedures

Principles of needs or requirements

Principles of job security and facility

Principles of effectiveness and economy

Principles of job description and specification

Principles of career planning and development

Principles of fair, independence and transparency

Principles of effective recruitment and selection process

Principles of appropriate method of recruitment and selection

Q. What are the problems/challenges in Recruitment and Selection Process?

- Reducing time to hire

- Creating an efficient process

- Implementing data-driven process

- Securing a positive candidate experience

- Keeping up with HR tech advancement

- Implementing employees by laws in some times may difficult

- Accurately evaluating a candidates skills and fit for the role can be difficult

- Finding qualified candidates may be difficult in some post due to inclusion policy.

- Lack of proper coordination between HR dep. and employees union

What are the differences between recruitment and selection process?

Recruitment Selection
It is a positive process as it stimulates people to It is a negative process as it eliminates more
apply for a job people than selecting them
It aims to create a pool of applicants It aims to ensure that competent candidates is
selected for a job
It is a simple process as there are not many steps It is a complex process as there are many steps
It starts before selection process It starts after recruitment process
It is the first steps towards the hiring process It is the second steps towards the hiring process
It is an economical process It is an expensive process
Less time is required More time is required

Conclusion: Recruitment focuses on attracting candidates broadly, while selection narrows down the
pool to identify the best-fit candidates for a specific job opening.