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3. According to Edwin B. Flippo
“ Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the
organization ”

4. “Recruitment is the process of identifying
and hiring the best-qualified candidates
from with in or outside of organization
for a job vacancy, in a most timely and
cost effectively manner.”

5. RecruitmentProcess Identify vacancy
Prepare a Job
Description
Develop
recruitment plan
Select Search
Committee
Post Position and
Implement
Recruitment Plan
Review
Applicants and
Develop Short
List
Conduct
Interviews
Select or Hire
Finalize
Recruitment

6.  Step 1: Identify Vacancy and Evaluate Need
Step 2: Develop Position Description

7. Step 3: Develop Recruitment Plan
Step 4: Select Search Committee
Step 5:Post Position and Implement
Recruitment Plan

8. Step 6: Review Applicants and
Develop Short List
Step 7: Conduct Interview

9. Step 8: Select Hire
Step 9: Finalize Recruitment

10. Factor that effecting in recruitment process
• Recruitment process effected due to Internal
factors and external factors
– Internal Factors
• Recruitment Policy of the organization
• Size of the organization & Number of employees
employed
• Cost involved in recruitment
• Growth and expansion plan of organization

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External Factors
Supply & demand of specific skill set
in market
Political & Legal considerations such
as Reservations of jobs for reserved
categories
Company’s Image perception by the
job seekers

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GOALS OF RECRUITMENT
To attract highly qualified individuals.
To provide an equal opportunity for potential candidates to apply for
vacancies.

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BHARTI AIRTEL RECRUITMENT
PROCESS
• In Bharti Airtel once the Manpower budgeting is prepared by the CEO, GM-HR & HODs at
the end of financial year.
• The concerned manager of a vacant position requests for manpower through Manpower
Requisition
• Form (MRF). GM-HR approves the form. If the manpower requirement is approved it is
forwarded to recruitment manager.
• Then the sourcing of CVs is done, through various methods. Then the initial screening, if
the candidate is selected then he is supposed to fill JAF, and then get the JAF form and
mark the date of functional Interview .

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SOURCES OF MANPOWER
SUPLY
Normally, following outside sources are utilized for
different positions:
I. Advertisement : -
II. Employment Agencies :-

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SOURCES OF MANPOWER
SUPLY
III. On campus Recruitment : -
IV. Employee recommendations :-
V. E – Hiring :-

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RECRUITMENT
PROCESS OF IBM
For a student, the process begins with sending the
resumes, through the Campus TPO's(Training and Placement
Officer).
This is then followed by an independent selection process
involving a round of discussions. This is where the student's
interests and skills are matched with the existing business
problems that ISL(India Software Lab) projects plan to solve.
A selection offer is made once a match is found.

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ELIGIBILITY CRITERION
OF IBM
You should have a minimum
aggregate of 70% in Engineering
(till the last semester till which
the exams have been declared)
However, for all IITs, IISCs and
colleges in Maharashtra, a
minimum aggregate of 60% is
enough.
Internship Program
ISL has an Internship Program wherein
students interested in doing their
engineering projects for a period of 6
months
Extreme Blue Program
It is a premier internship for top notch
students pursuing software development
degrees
CAS(Centre Advance Study)
ISL offers M.Tech, M.S and Ph.D
students, access to the IBM research areas,
technical staff and other resources, with the
goal of solving research problems of the
utmost importance, through its Center for
Advanced Studies (CAS) program

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Bharti Airtel the management process works smoothly. HR
department of Airtel achieves the apex point, while fulfilling their
objectives. As a result of which, there is less employee turnover
in Bharti Airtel, which led Bharti Airtel to the great success in the
corporate world.
CONCLUSION

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