HUMAN RESOURCE

RECRUITMENT
LECTURE – 5
Definition
● Recruitment is the process of finding and
attracting capable applicants for
employment. - Werther and Davis (1996)
● Recruitment is searching for and
obtaining potential job candidates in
sufficient numbers and quality so that the
organization can select the most
appropriate people to fill its job needs.-
Dowling and Schuler (1990)
Definition of Recruitment
● Recruitment is a process of attracting
individuals to apply for jobs that are
open.- Ricky W. Griffin (1996)
Why
● To inform potential candidates about the job
vacancies.
● To attract talented candidates to the job.
● To get a wide scope of selection.
Sources of Recruitment
● Internal Sources
● 1. Job posting
● 2. Employee referrals
● 3. Skills inventories
● 4. Inside moonlighting: Enticing people by
offering bonus, overtime etc. to take up the
additional job or second job.
Sources of Recruitment
● External Sources
● 1. Advertising.
● 2. Placement agencies.
● 3. Public agencies.
● 4. Private agencies.
● 5. Management consultants.
● 6. Temporary help services.
External Sources
● 7. Schools
● 8. Colleges and universities
● 8. Professional organizations
● 9. Executive recruits.
● 10. Internship
● 11. Unsolicited Applicants.
● 12. Field Recruiting.
Innovative Sources
● Telerecruiting.
● Direct Mail.
● Point-of Sale Recruiting Messages.
● Talent Scout Cards
● Posters.
● Door Hanger.
● Radio.
● Billboard.
Innovative sources
● Hotlines.
● Information Seminars.
● Welcome Wagon, Relocation Consultants,
Real tours.
● Referral Programs.
● Outplacement Firms and Local Layoffs.
Merits of Internal Sources
● Candidates are already oriented to the
organization.
● Reliable information is available about
candidates.
● Recruitment costs are lower.
● Internal morale is increased due to upward
mobility opportunities.
● Good performance is rewarded.
Demerits of Internal Source
● There may be fewer new ideas.
● Unsuccessful contenders may become
upset.
● Selection is more susceptible to office
politics.
● Extensive training may be necessary.
● Candidates’ current work may be disrupted.
Merits of External Sources
● Candidates are potential sources of new
ideas.
● Candidates may have broader experience.
● Candidates may be familiar with
competitors.
● Candidates may have new specialties.
● Wide scope of selection.
Demerits of External Source
● The probability of mistakes is high because
of less reliable information.
● Potential internal candidates may be
resentful.
● The new employee may have a slower start
because of the need for orientation to the
organization.
● The recruitment process may be expensive.
 DO YOU HAVE
ANY QUESTION?

Thank you all.