RECRUITMEN

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 CONTENTS

Factors
Introduction Features Limitations Process
affecting

Selection vs Sources of Methods of

recruitment recruitment recruitment
Introduction
-Recruitment is the process of finding and
attracting suitable people to apply for
jobs in an organization. Click icon to add picture
-It is the first and most important step in
the hiring process.
-It helps to build a strong team by selecting
the right candidates for the right job.
-Recruitment ensures that there are always
enough people to do the work when the
company needs them.
-Recruitment helps the company to grow by
hiring the right people at the right time for
the right job.
FEATURES
•Planned Process
Recruitment is not random — it is done
step by step in a proper way.
•Continuous Activity
As employees leave or the company
grows, recruitment keeps happening.
•Goal-Oriented
The main aim is to bring in the best talent to
help the company grow.
•Helps in Selection
Recruitment creates a pool of candidates
from which the best are selected.
•Legal and Fair
Recruitment is done in a way that gives
equal chance to all candidates. It follows the
rules and avoids discrimination.
•Brings New Ideas
New people bring fresh ideas and skills
into the company.
 Limitations of Recruitment

1. No 3. Time-
2. High Cost
Guarantee Consuming
– Advertising,
of Quality – The process of
recruitment
– Just inviting
agencies, and other
attracting applications,
methods can be
more sorting them,
expensive,
candidates and interviewing
especially for
doesn’t mean can take a lot of
4. Overload of external 5. Legal
they will be time.
Applications recruitment. Risks
suitable for
– Sometimes too – If
the job.
many people recruitment
apply, making it policies are
hard to manage unfair or
and select the biased, the
right one. company can
face legal
 PROCESS
STEP 1 -Identify the Required Number and the
Sources of Supply
•The company first checks how many new employees are
needed.
•It also decides the type of people needed – for example,
skilled, unskilled, experienced, or freshers.
•Then, it identifies where to find them –

STEP 2 🔹 From inside the company

-Publicize
transfer)
(internal sources like promotion,
Job Details
•The company creates a job advertisement with all important
🔹 From outside the company (external sources like job portals,
details:
colleges)
🔸 Job title
🔸 Responsibilities
🔸 Required qualification and experience
🔸 Salary and location
•Then they publish it using different ways like:
🔹 Newspapers
🔹 Company website
🔹 Job portals (e.g., [Link])
🔹 Social media (LinkedIn, Instagram)
🔹 Campus visits (colleges)
 -Encourage Prospective Job Seekers to
STEP 3 Apply in Large Numbers
•After sharing the job details, the company wants more and more
people to apply.
•Why? Because when more people apply, the company gets more
options to choose the best one.
So, the company tries to make the job look attractive by:
🔹 Offering good salary or benefits
🔹 Talking about career growth or learning opportunities
🔹 Showing a positive work environment
🔹 Making the application process easy (like online forms)
STEP 4 •After
-Evaluate Recruiting Effort
recruitment is completed, the company
reviews the whole process.
•It checks whether the recruitment worked well
or not.
The company looks at:
🔸 How many people applied?
🔸 How many were actually suitable?
🔸 Was the hiring process fast or slow?
🔸 Was the money spent on ads, interviews,
etc., worth it?
🔸 Did we get the right candidates for the job?
 FACTORS AFFECTING RECRUITMENT
INTERNAL FACTORS EXTERNAL FACTORS
•Company’s Size •Supply of Talent
– Big companies need more people, so – If skilled people are easily available,
recruitment is larger. recruitment becomes easy.
•Recruitment Policy •Unemployment Rate
– Rules made by the company (like hiring – When unemployment is high, more people
from inside or outside, job posting style, etc.). are looking for jobs.
•Working Conditions •Competition in the Market
– Good salary, environment, and growth – If other companies are also hiring, it may be
opportunities attract better candidates. hard to find the best people.
•Company's Reputation •Government Rules and Laws
– If the company has a good image, more – Hiring must follow legal rules like reservation,
people want to join. minimum wage, etc.
•Promotion Policy •Educational Institutions
– If promotions happen often, existing – Colleges and universities are important
employees apply instead of new people. sources of fresh talent.
 SELECTION VS RECRUITMENT
Aspect Recruit Select
ment ion
Definiti The process of attracting The process of choosing the right
on candidates to apply for a job. candidate from those who have
Purpos To increase the pool of applied.
To choose the best candidate
e applicants. for the job.
Stage Comes before selection. Comes after recruitment.

Process Focuses on attracting many Focuses on evaluating and

candidates. selecting the best candidate.

Outco Ends with a large pool of Ends with the final selection of the
me candidates. candidate.
Nature Positive: It tries to get as many Negative: It filters out candidates
candidates as possible. and chooses the best one.
SOURCES OF RECRUITMENT
•Promotion
1 – Employees are promoted to higher positions within
the company.

•Transfer
2 – Employees are moved from one department to
another or from one location to another.
INTERNAL SOURCES
Job Rotation
3 - Employees are moved to different roles or tasks within the
organization to help them develop new skills, which can lead to
new opportunities.

Employee Referrals
4 – Current employees recommend someone for the
job.

Internal Job Postings

5 - The company posts job openings internally so
that current employees can apply for new roles.
SOURCES OF RECRUITMENT
•Advertisements

1 – Jobs are advertised in newspapers, magazines, or online

job portals (e.g., LinkedIn, [Link]).

•Employment Agencies
2 – Specialized agencies help companies find suitable
candidates.
EXTERNAL SOURCES
•Campus Recruitment
3 – Companies visit colleges and universities to hire fresh
graduates.

•Online Recruitment
4 – Websites and job portals where candidates can apply
for jobs online.

•Social Media
5 – Companies use platforms like LinkedIn, Facebook, and
Twitter to announce job openings.
 Methods of Recruitment
Internal Methods External Methods
•Promotion •Advertisements
– Giving a higher position to an existing – Posting jobs in newspapers, websites, job
employee based on performance. portals like Naukri, LinkedIn.
•Transfer •Employment Agencies
– Moving an employee from one department – Getting help from agencies that provide
or location to another. candidates for jobs.
•Internal Job Posting •Campus Recruitment
– Sharing job vacancies inside the company – Visiting colleges/universities to hire fresh
so current employees can apply. graduates.
•Employee Referrals •Walk-ins / Direct Recruitment
– Asking current employees to recommend – Candidates directly walk into the company
someone they know for a job. to apply for jobs.
•Online Recruitment
– Using company websites or online job
portals to accept applications.
 Summary
Recruitment is the process of locating and
encouraging potential applicants to apply for
existing or anticipated job openings. The
sources of recruitment may be broadly
divided into two categories :Internal sources
Click icon to add picture and external sources. Both have their own
merits and demerits.

A firm may choose a particular recruiting

method such as job posting, employee
referral, campus hiring, advertisement,
private search firm, or internal promotion
and transfer, etc., depending on the skills
required, the nature of the job, and
budgetary support, etc.
PRESENTED
BY:
RUCHIKA ANSHIKA
RAJ SINGH
[Link] [Link] HONS Click icon to add picture
HONS 243133
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