1. MEANING OF RECRUITMENT:
Recruitment forms the first stage in the process which continues with selection and ceases with
the placement of the candidate.
. It is the next step in the procurement function, the first being the manpower planning.
Recruiting makes it possible to acquire the numbers and types of people necessary to ensure the
continued operation of the organization.
DEFINITIONS OF RECRUITMENT
- In the words of FLIPPO
“Recruitment is the process of searching for prospective employees and stimulating them
to apply for jobs in the organization.”
SOURCES OF RECRUITMENT:
In general the sources of recruitment can be classified into two types,INTERNAL
andEXTERNAL.
INTERTNAL SOURCES –Internal sourcesare the most obvious sources. These
include personnel already on the pay-roll of an organization, i.e., its present working
force. Whenever any vacancy occurs, somebody from within the organization is
upgraded, transferred, promoted or sometimes demoted.
EXTERNAL SOURCES –Organizations usually go to external sources for lower-
entry level jobs for positions whose specifications cannot be met by present personnel
for merging with another organization. Filling a job opening from within the firm has
the advantages of stimulating preparation for possible transfer or promotion,
increasing the general level of morale, and providing more information about job
candidates through analysis of work histories within the organization.
INTERNAL SOURCES –
1) Transfer
2) Promotion
3) Employees Recommendation
4) Directors Recommendation

2. EXTERNAL SOURCES –
1) Media Advertisement
2) Employment Agencies.
3) On-campus Recruitment
4) Labour Unions
5) Casual Applicants.
MEANING OF SELECTION PROCEDURE –
To select means to choose. Selection is a process by which the qualified personnel can be chosen
from the applicants by obtaining and assessing pertinent information about them. It is the process
in which candidates for employment and those who will not since more candidates may be
turned away than hired; selection is frequently described as a negative process, in contrast with
the positive program of recruitment. Thus unlike recruitment selection is a “negative” process as
it seeks to eliminate the least promise likely to succeed. This process essentially aims at
matching the applicants with the job requirements and picking up the most suitable candidates.
The choice is made by elimination of the unsuitable candidates at successive stages of the
selection process. The selection procedure is the system of functions and devices adopted in a
given company to ascertain whether the candidate’s specifications are matched with the job
specifications and requirements or not.
STEPS IN SELECTION PROCEDURE –
1) RECEPTION OF APPLICANTS –The receptionist in the personnel department is
prepared to provide information about the company and current job openings and to assist
with completion of application forms.
2) PRELIMINARY INTERVIEW –The primary purpose of the preliminary interview is
to screen out those who are obviously unqualified.
3) APPLICATION BLANK –Certain companies ask the applicants to complete a blank
that provides a place for him to record identifying data relating to the following factors
like name, education, employment, place of residence, sex etc..
4) INTERVIEW –Interviewing is the most universally used tool in any selection procedure.
The primary object of interview is to determine the suitability of applicant for the job and
job for the applicant.
5) EMPLOYMENT AND TRADE TESTS –It is sometimes necessary to give trade test
and written tests before the interview to judge the technical and theoretical competence of
the candidates. Most of the concerns in the industrially advanced western countries use
employment tests for scientific selection of workers.

3. 6) APPROVAL OF THE SUPERVISOR –If as a result of interview and the various tests,
the candidate is found suitable, he may be sent to the supervisor for approval. At this
stage, the supervisor should carefully scrutinize intro the physical and mental capacities
of candidate with particular reference to job specifications.
7) PHYSICAL EXAMINATION –After approval by the supervisor, the next step in the
selection process is to send the candidate to the factory physician for a thorough medical
examination, medical examination in beneficial both to employee and employer.
8) SELECTION AND PLACEMENT –In order that the supervisor may do an effective
job of orienting and training the new employee, he should have access to or copies of
penitent parts of the file that was developed during the selection process.
9) INDUCTION AND FOLLOW UP –The introduction to the job is a very important step.
Many companies feels that once the person is put on the pay roll the responsibility of the
personnel department is over but it is a wrong practice. Instead, the worker should be
thoroughly introduced to the company and his job. In this cases care should be taken to
make sure that the supervisor follows thorough and follow up every aspect of job
introduction.