The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.

1. Prestige Institute of Management and
Research
2014~15
RECRUITMENT
Presented by :
Isha Joshi

2. DEFINITION
Edward B. Flippo defined
recruitment as “the process
of searching for prospective
employees and stimulating
them to apply for jobs in the
organization”.

3. OBJECTIVES OF RECRUITMENT
The objectives of recruitment are as follows :
1) To attract people with multi – dimensional skills and
experiences that suit the present and future
organizational strategies.
2) To infuse fresh blood at all levels of the organization
3) To develop an organizational culture that attracts
competent people to the company
4) To search or head hunt people whose skills fit the
company’s values.
5) To search for talent globally and not just within the
company

4. PROCESS OF RECRUITMENT

5. 1) Finding out and developing the sources where the
required number and kind of employees are/will be
available.
2) Developing and employing suitable techniques to
attract the desirable candidates.
3) Stimulating as many candidates as possible and
asking them to apply for jobs irrespective of
number of candidates required. Management has to
attract more candidates in order to increase
selection ratio (i.e., no. of applications per one job
vacancy) in order to select the most suitable
candidates out of the total candidates available.

6. FACTORS AFFECTING
RECRUITMENT

7. The recruitment function of the organizations is
affected and governed by a mix of various internal
and external forces. The internal forces or factors
are the factors that can be controlled by the
organization. And the external factors are those
factors which cannot be controlled by the
organization.

8. The internal factors includes the following :
1) Company’s pay package
2) Quality of work-life
3) Company’s products/services
4) Geographical spread of company’s operations
5) Cost of recruitment

9. External Factors
SUPPLY AND DEMAND
The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more
professionals and there is limited supply in the MARKET for the professional demanded by
the company, then the company will have to depend upon internal sources by providing
them special training and development programs.
• IMAGE / GOODWILL
Image of the employer can work as a potential constraint for recruitment. An organization
with positive image and goodwill as an employer finds it easier to attract and retain
employees than an organization with negative image. Image of a company is based on what
organization does and affected by industry.

10.  POLITICAL-SOCIAL- LEGAL ENVIRONMENT
Various government regulations prohibiting discrimination in hiring
and employment have direct impact on recruitment practices. For
example, Government of India has introduced legislation for reservation
in employment for scheduled castes, scheduled tribes, physically
handicapped etc. This restricts management freedom to select those
individuals who it believes would be the best performers. If the
candidate can’t meet criteria stipulated by the union but union
regulations can restrict recruitment sources.
 UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the
growth of the economy (whether economy is growing or not and its
rate). When the company is not creating new jobs, there is often
oversupply of qualified labor which in turn leads to unemployment.
 COMPETITORS
The recruitment policies of the competitors also effect the recruitment
function of the organizations. To face the competition, many a times the
organizations have to change their recruitment policies according to the
policies being followed by the competitors.

11. SOURCES OF RECRUITMENT

12. Internal Sources
a) Present employees: Permanent, temporary and
casual employees already on the pay of the
organization are a good source of recruitment.
Vacancies may be filled up from such employees
through promotions, transfers and demotion.
b) Retired and retrenched employee who want to
return to the company may be rehired.
c) Dependants and relatives of disabled and deceased
employees.

13. Merits of Internal Sources
 morale and motivation of employees improve when
they are assured that they would be preferred in
filling up vacancies at higher levels.
 Suitability of existing employees can be judged
better as record of their qualifications and
performance is already available in the organization.
 Promotes loyalty, commitment among due to sense
of job security and opportunities for advancement.

14. Demerits of Internal Sources
 It may lead to inbreeding (unions).
 Discourages flow of new blood.
 If promotions are based on seniority, capable
persons may be left out.
 More talented outsiders may not be employed.
 Chances of favoritism are higher and growth of
the business is restricted by the limited talent of
insiders.
 All vacancies cannot be filled up from within
the organization
 Not possible in a newly established
organization.

15. External Sources
 Educational and training Institutes:
 Executive Search Agencies:
 Casual callers
 Labor contractors

16. Employee referrals:
Gate recruitment
Press advertisements

17. Merits of External Sources
 people having requisite skills, education and training can
be obtained.
 As recruitment is done from a wider market, best selection
can be done irrespective of caste, gender or religion.
 Expertise and experience from other organisations can be
brought.
 It helps to bring new blood and new ideas into the
organisation.
 This source of recruitment is also available to new
enterprise and never dries up.
 External sources are best when suitable people from
within are not available and when the organisation is
diversifying or merging with other organisations.

18. Demerits of External Sources
 It is more expensive and time consuming to recruit
people from some external sources of recruitment.
 Detailed screening is necessary as very little is
known about the candidate.
 The new employees being unfamiliar with the
organization, their orientation and training is
necessary.
 If higher level jobs are filled from external sources,
motivation and loyalty of existing staff are
negatively affected.

19. Methods of Recruitment

20. Recruitment techniques are the means by which an
organization establishes contact with potential candidates,
provides them necessary information and encourages
them to apply for jobs. These techniques are ways of
establishing links with the prospective employees.
Following are various methods of recruitment:
1. Direct Methods:
Under Direct Recruitment scouting, employee contacts,
manned exhibits and waiting lists are used. In Scouting,
representatives of the organization are sent to educational
and training institutions. These travelling recruiters
exchange information with the students, clarify their
doubts, stimulate them to apply for jobs, conduct campus
interviews and short list candidates for further screening.

21.  These officials act in cooperation with the
placement office/ head of the institution.
 Another direct method is to ask employees of the
organization to contact the public tell about the
vacancies.
 Manned exhibits involve sending recruiters to
seminars and conventions, setting up exhibits at
fairs and using mobile offices to go to the desired
centers.
 Some organizations waiting list of candidates who
have indicated their interest in jobs in person,
through mails or over telephone.

22. 2. Indirect Methods
 Advertisements in news papers, journals, on the radio and
television are used to publicize vacancies.
 A well-thought-out and clear advertisement enables candidates
to assess their suitability so that only those possessing the
requisite qualifications will apply.
 This method is appropriate when the organization wants to
reach out to a large target group scattered geographically.
 Whenever necessary, a blind advertisement can be given in
which only box number is given without identifying the firm.
 Considerable details about jobs to be filled and qualifications
required can be given in the advertisement.
 But a large number of applicants may be unsuitable.

23. 3. Third Party Methods:
Various agencies can be used to recruit
personnel.
Public employment exchanges,
management consulting firms,
professional societies, temporary help
societies, trade unions, labour contractors
are the main agencies.
In addition, friends and relatives of
existing staff and deputation method can
also be used.

24. 4. Internet Recruitment:
Researches of some agencies indicate that
25% of all the net users in India search for
jobs on internet and this number is bound to
increase in the years to come.
Jobstreet.com, naukri.com, JobsDB.com are
some of the new job sites that have come up
recently.
Organizations can use this method to attract
suitable candidates to apply for job by
registering vacancies with these job sites.

25. Modern Sources of Recruitment
Modern sources includes the following:
1) Walk-in
2) Consult-in
3) Head-hunting
4) Body shopping

26. Techniques of Recruitment
Techniques include:
1) Promotion
2) Transfers
3) Recommendations of present employers
4) Scouting
5) Advertising

27. Thank You