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    Recruitment

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    parachuriteja
    Recruitment is defined as the process of searching for and attracting potential job candidates. It involves identifying job vacancies, qualifications, and sources from which to find candidates. The recruitment process consists of requisitioning employees, identifying recruitment sources, inviting interested candidates, and creating a shortlist of candidates for selection. Common sources of recruitment include internal promotions and transfers, as well as external sources like employment agencies, educational institutions, and advertisements. Internal sources have merits like increased morale but limit choice, while external sources allow wider selection but at a higher cost.

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    Recruitment

    Uploaded by

    parachuriteja
    8 views2 pages
    Recruitment is defined as the process of searching for and attracting potential job candidates. It involves identifying job vacancies, qualifications, and sources from which to find candidates. The recruitment process consists of requisitioning employees, identifying recruitment sources, inviting interested candidates, and creating a shortlist of candidates for selection. Common sources of recruitment include internal promotions and transfers, as well as external sources like employment agencies, educational institutions, and advertisements. Internal sources have merits like increased morale but limit choice, while external sources allow wider selection but at a higher cost.

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    Recruitment is defined as the process of searching for and attracting potential job candidates. It involves identifying job vacancies, qualifications, and sources from which to find candidates. The recruitment process consists of requisitioning employees, identifying recruitment sources, inviting interested candidates, and creating a shortlist of candidates for selection. Common sources of recruitment include internal promotions and transfers, as well as external sources like employment agencies, educational institutions, and advertisements. Internal sources have merits like increased morale but limit choice, while external sources allow wider selection but at a higher cost.

    Copyright:

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    8 views2 pages

    Recruitment

    Uploaded by

    parachuriteja
    Recruitment is defined as the process of searching for and attracting potential job candidates. It involves identifying job vacancies, qualifications, and sources from which to find candidates. The recruitment process consists of requisitioning employees, identifying recruitment sources, inviting interested candidates, and creating a shortlist of candidates for selection. Common sources of recruitment include internal promotions and transfers, as well as external sources like employment agencies, educational institutions, and advertisements. Internal sources have merits like increased morale but limit choice, while external sources allow wider selection but at a higher cost.

    Copyright:

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    Human resources management

    Define recruitment process/steps/sources in HRM?


    Definition: According to Edwin flippo recruitment is process of searching for prospective candidates and stimulating them to apply for jobs in an organization. According to Dalton macfarland recruiting is the process of attracting potential employees to the company. According to dale beach it is the development and maintenance of adequate man power resources. Process: Steps: 1. Requisition of employees. 2. Identification of sources of recruitment. 3. Invitation to interested people No of vacant posts. Nature of the job. Expected qualifications. Experience. Details of salary Conditions for employment. Last date for application. Brief note on process of selection. Identify different sources of employees. Assess their validity. Choose most suitable source. Invite applications from prospective candidates.

    4. Preparing list of deserving candidates for selection.

    Sources;
    Internal sources Promotions. Transfers. External sources Re-employing former employees. Friends and relatives of present employees. Employment agencies. Advertising the vacancies. Educational institutions. Recruitment at factory gate. Labor unions. Applications in anticipation. Labor contractors. Recruitment from competitive concerns. Merits: Entry of young blood. Wide choice in selection. Less chance of favoritism. Demerits: Decrease in morale. Chance of wrong selection. Costly sources. Increase in labor turn-over. Deterioration of labor managment relationship.

    Merits: Increase in morale. Better selection. Economical. Labor turn-over reduced. Better labor-management relations Demerits: Check on young blood. Limited choice. Encourage favoritism

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