Recruitment – importance, sources & techniques!

4/5/2014 1Hansraj (http://imrecruiter.wordpress.com)
Presented by:
Hansraj Surti

“Searching for prospective candidates and
encouraging them to apply for vacant post in the
organization is recruitment”.
The meaning of this definition is that a search is
conducted for such resources and than they are
encouraged to apply for specific positions.
Edwin B. Flippo has defined Recruitment as
follow –

Internal Sources
Internal source of recruitment means
recruitment of the employees within the
organization. Employees already in the
organization are more knowledgeable of the
organization's needs and goals, as well as the
industry as a whole, and will approach the new
position with this added perspective. It also
saves time and money.

Internal Sources
Promotion:
Most efficient employee is promoted to
a higher post which leads to boost the
confidence of the employees and
increase in the trust level toward the
organization.

Internal Sources
Transfer:
Sending employees from one
department to other according to the
need of the work, means transfer.
Internal employees are more or less
aware of the new and added role and
position.

Internal Sources
Employee Referrals:
Internal employees are aware of the nature
of the role, responsibilities and needed
skills. Hence, they can recommend suitable
candidate as per the need which can lead to
selection of most eligible candidate for the
recommended position.

External Sources
It is not possible to close all the
positions with internal sources. Hiring a
skilled and experience external candidate
may also reduce training costs and give a
competitive edge. External hire comes with
a new innovative approach and put extra
efforts to prove themselves in the growth of
the organization.

External Sources
Advertisement:
Advertisement consists of the description
of the name of the organization, position
details, age, qualification of the candidate
and CTC etc. Many candidates apply
through the advertisements and the right
match is selected.

External Sources
Campus Recruitment:
This process reduces the time for an
industry to pick the candidates according
to their need. It is a cumbersome activity
and hence majority of the companies find it
difficult to trace the right talent.

External Sources
Agencies / Contractors:
This are the agencies operating to help
corporate companies to close their position
in a very short span of time. They have their
pool of candidates ready as per the need of
clients. They provide candidate on full/part
time and contractual basis depending
upon the need and situation.

External Sources
HeadHunters:
are third-party recruitment agencies who
seeks out candidates often once normal
recruitment efforts have failed.
Headhunters are generally considered
more aggressive than in-house recruiters or
may have existing industry experience and
contacts.

External Sources
Outsourcing:
An external recruitment service provider may suit
small organizations without the facilities to
recruit. Typically in large organizations, a formal
contract for services is negotiated with a specialist
recruitment consultancy. Outsourcing may involve
strategic consulting for talent acquisition,
sourcing for select departments or skills, or total
outsourcing of the recruiting function.

Very often the terminology “sources of
recruitment” and “technique of recruitment” are
used as synonyms. However they both are totally
different. Technique of recruitment is means of
starting communication with the prospective
candidates. Interaction takes place between the
organization and the prospective candidates.
Due to these techniques prospective candidates
are approached with various means of
communications like phone, advertisement,
internet etc.

Advertisement:
is one of the important techniques of recruitment.
The various mediums used for advertising are
Newspaper, Magazines, radio, television, internet
etc.

Job Portals / Job Sites:
Online recruitment websites are helpful to find
candidates that are very actively looking for
work and post their resumes online, but useful
the "passive" candidates who might respond
favorably to an opportunity that is presented to
them through other means.

ATS (Applicant Tracking System):
enables the electronic handling of recruitment needs.
An ATS can be implemented on an enterprise or small
business level, depending on the needs of the company.
An ATS is very similar to customer relationship
management systems, but are designed for recruitment
tracking purposes. In many cases they filter
applications automatically based on given criteria such
as former employers, years of experience and schools
attended. This has caused many to adapt techniques
similar to those used in Search engine optimization
when creating and formatting their résumé.

Social Recruiting:
includes sites like Facebook, Twitter, and LinkedIn. It
is a rapidly-growing sourcing technique, especially with
middle-aged people. On Google+, the fastest-growing
age group is 45-54. On Twitter, the expanding
generation is people from ages 55-64.
Mobile social recruiting is rapidly expanding. Recent
survey done by Glassdoor.com revealed that 43% of
candidates research company policy, culture, and
history all within the fifteen minute time period before
an interview begins. However, 80% of Fortune 500
companies fail to use mobile-optimized career sites.

 My Blog: http//imrecruiter.wordpress.com/

Recruitment – importance, sources & techniques!

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Recruitment – importance, sources & techniques!