RECRUITMENT AND SELECTION

1. Recruitment – process of identifying, screening, shortlisting and hiring of the potential human
resources for the purpose of filling up the positions within the organizations; process of
attracting, selecting, and appointing potential candidates
2. Internal factors – the size of the organization, recruiting policy, image of organization and image
of job
3. External factors – demographic factors, labor market, unemployment rate, labor laws, legal
considerations, and competitors
4. Selection – process of picking or choosing the right candidate, who is the most suitable for the
job
5. Recruitment (as positive process) – with its approach of attracting as many candidates as
possible for the vacant positions
6. Selection (as negative process) – with elimination of many candidates as possible

INTERNAL FACTORS

7. Size of the organization – one of the most important factors affecting the recruitment process
8. Recruitment policy – includes hiring from the internal or external sources of organization
9. Image of organizations – having a good positive image in the market can easily attract
competent and proficient resources
10. Image of jobs – contribute a critical role in the recruitment and selection processes; having a
positive image in terms of remuneration, promotion, recognition, and amiable working
environment

EXTERNAL FACTORS

11. Demographic factors – related to the characteristics of potential employees such as their age,
religion, educational qualifications, gender, occupation, economic status, and place of location
12. Labor Market – exercises control on the demand and supply of labor
13. Unemployment rate – if the unemployment rate is high in a specific area, hiring of human
resources will be simple and manageable, as there will be an increase in the number of
applicants
14. Labor laws – reflects the social and political environment of the market, which are created by
the central and the state governments
15. Legal considerations – job reservations for different castes, that gives positive or negative impact
on the recruitment policies of the organizations
16. Competitors – when organizations in the same industry are competing for the best qualified
resources, there is a need to analyze the competition and make provision of the resource
packages that are finest in terms of the industry standards
17. Equal opportunity – when recruitment and selection of the employees take place, then it is vital
to take into consideration, equal employment opportunities for the individuals

RECRUITMENT AND SELECTION PROCESS

18. Job posting – the practice of publicizing and displaying advertisements of an open job to the
employees; can be found mostly on internet, newspapers, notices and bulletin boards
19. Job Vacancy – the first step is when vacancy arises within the organization; they should get filled
with capable employees
20. Job analysis – the foundation; the essential factor to develop job description and specifications
21. Screening candidates – to narrow down the field, so that one is able to spend more time with
the candidates for formal interviews
22. Employee evaluation – monitoring the performance of the employees is an essential aspect
within the organization

TYPES OF RECRUITMENT

23. Promotion – advancement of the employees by evaluating their job performance

24. Transfers – the process of interchanging from one job to another without any change in the
designation and responsibilities
25. Recruitment of former employees – process of internal sources of recruitment, wherein the
ex-employees are called back, depending upon the requirement of the position
26. Internal advertisements (job posting) – processes of posting and advertising jobs within the
organization
27. Employee referrals – an operative way of sourcing the right candidates at a low cost
28. Previous Applicants – the hiring team examines the profiles of previous applicants from the
organizational recruitment database
29. External sources of recruitment – hiring of employees outside the organization
30. Direct recruitment – refers to the external source of recruitment, where the recruitment of
qualified candidates are carried out by putting a notice about job vacancy on notice board (or
some, bulletin board) of the organization
31. Employment exchanges – it is compulsory that the organization provides details to the
employment exchange
32. Employment agencies – external sources of recruitment; they are functioned by various sectors,
such as private, public and government
33. Advertisements – the most prevalent and common external sources of recruitment
34. Professional associations – they can help the organizations in hiring professional, technical, and
managerial personnel; they only focus on sourcing mid-level and top-level resources
35. Campus recruitment – an external source of recruitment where educational institutions such as
colleges and universities make provision of information to the students regarding employment
opportunities
36. Word-of-Mouth Advertising – an imperceptible way of sourcing the candidates for filling up the
vacant positions

TYPES OF INTERVIEWS

37. Structured Interview – the interview is planned, designed and detailed in advance; pre-planned,
precise, and reliable in hiring the candidates
38. Unstructured Interview – the unexpected one, where the interview questionnaire is not
prepared
39. Group Interview – all candidates or a group of candidates are interviewed together
40. Depth Interview – semi-structured interview where the candidates have to give detailed
information about their education qualifications, work experience, special interests, skills,
aptitude and so forth.
41. Stress Interview – conducted to ascertain how a candidate would react during the time of stress
and cope up with problems
42. Individual Interview – one to one basis; interviewer and candidate
43. Informal interview – conducted in an informal way, example is the interview will be stable
without any written communication and can be arranged at any place
44. Formal interview – is organized in an informal manner, the candidate will be aware about the
dates and timings of the interview well in advance and the interviewer plans and prepares the
questions for the interview
45. Panel interview – is being conducted by a group of people interviewing one candidate
46. Exit interview – conducted for those employees who want to leave the organization; to ascertain
the reasons behind leaving the job