RECRUITMENT

CONTENT
POLICY OF
RECRUITMENT
MEANING PROCESS
SOURCES
METHOD
S

Recruitment is a positive process of searching for prospective
employees and stimulating them to apply for the jobs in the
organisation. When more persons apply for jobs then there will be
a scope for recruiting better persons.
IF YOU THINK IT’S
EXPENSIVE TO HIRE A
PROFESSIONAL , WAIT
UNTIL YOU HIRE AN
AMATEUR
—RED ADAIR
INTRODUCTI
ON

PLANNED
UNEXPECTED
ANTICIPATED
RECRUITMENT NEEDS

PROCESS OF
RECRUITMENT
1
RECRUITMENT
PLANNING
2
STRATEGY
DEVELOPMENT
3
SEARCHING
4
SCREENING AND
EVALUATION.

80
%
20
%
Internal External
Sources of
recruitment

INTERNAL SOURCE
Internal sources of recruitment consist
of employees who are already on the
payroll of a firm. It also includes former
employees who have returned to work
for the organization. Recruitment from
internal sources is done to fill up
vacancies through promotion, re-hiring
and transferring employees within the
company.

1.
TRANSFERS
2.
PROMOTION
S
3.
PRESENT
EMPLOYEE
S
Internal
sources

EXTERNAL SOURCE
External sources of recruitment
refer to the sources that lie outside
or exist external to the organization
. Every enterprise has to use
external sources of recruitment to
higher positions when existing
employees are not suitable .

ADVERTISEMENT EMPLOYMENT
EXCHANGES
Factor
y
gates
EDUCATIONAL
INSTITUTIONS
External
sources
Unsolicit
ed
applicant
s

Labour
contractors
Gate
recruitment
Walk- in
Interviews
Competitors
External
sources
Casual
callers

POLICY
A recruitment policy is a framework that clearly outlines
all your business's recruitment practices. The purpose
of a recruitment policy is to promote consistency,
transparency, compliance and adherence to labor laws and
legislation.

Direct
methods
Third party
method
Indirect
methods
Sometimes, some employer firms establish
direct contact with the professors and
information about students with excellent
academic records.
These include the use of private employment
agencies, management consultants, professional
bodies/associations, employee
referral/recommendations, voluntary organisations,
trade unions, data banks, labour contractors etc., to
establish contact with the job- seekers.
Indirect methods include
advertisements in news papers, on the
radio and television, in professional
journals, technical magazines etc.
Methods of
recruitment

ANALYSIS
Data on sources
of recruitment
[INDIA]

CONCLUSION
Effective recruitment and selection can contribute towards
an organization's success. During the recruitment process, both
internal and external sources of employees should be considered.
This will increase the probability of organizations attracting a wide
range of candidates.