Recruitment

Definition
“Recruitment is the process of hiring the right candidate
for the right job to achieve an organizational goal.”
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Process of Recruitment & Selection
Job Analysis identifies the work responsibility and Number of Human requirements for each
of the company’s jobs. The next step is to decide how many of these jobs we need to recruit &
select employees to achieve organizational goals.
Decide what position to fill, through human resource planning and forecasting.
Human Resource Planning
Recruitment & Selection starts with Human Resource Planning. “Human Resource
Planning is a process to decide what position to fill & how to fill”. It includes all
positions from the Lower level to a higher level. Before recruiting any of the employees we
need to identify the actual work requirements and actual cost for a new position; otherwise,
it is worthless. We should recruit those employees who can achieve organizational goals in an
effective manner.
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Every organization want perfect candidate for their respective position and if they recruit
employees from internal sources then they require training, development & coaching plans and
that can be too costly and if they recruit from outside then we get lots of multiple options to
fulfill the position. Every organization has two options “Build Talent” (Recruit employees
from internal sources & provide training to him) or “Buy Talent” (Recruit new employees
from external sources). HRP (Human Resource Planning) plays a vital role in that; they discuss
with all the superior & high-level authority, analyze cost, and provide the solution for it.
Forecasting
How many people do we need? Managers consider several factors while recruitment. For
example Demographics, Growth plans, and Turnover history.
On business planning, the basic process of deciding personnel needs is to forecast revenue first.
Then estimate the size of the staff required to support sales volume. However, managers need to
consider some other factors too. These include project turnover, financial resources,
productivity changes, service & decision to upgrade.
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Build a pool of candidates for these jobs, by recruiting internal & external candidates.
Internal Source of Candidates
Internal sources of recruitment consist of employees who are on the payroll of a company.
Recruitment from internal sources is to fill up vacancies through promotion, re-hiring, and
transferring employees, and employee referrals within the company.
Promotion:
Many of the organizations are promoting their employees to fill their vacancies. It is much
beneficial for the company because they already know about their employee’s strengths &
weaknesses. For example, if the organization wants to fill a manager’s vacancy then they could
promote their senior executive person in the place of a manager.
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Re-hiring:
Sometimes organizations rehire those employees who left the organization. Organizations hire
those employees because they are already familiar with them, working culture, and their
performance. Many Indian firms have developed policies about rehiring employees and even
provide options to employees to return to the same position.
Transfer:
Many companies are transferring their employees from one location to another location as per
company’s requirements. It is also on way to fill the organization’s vacancies.
Employees Referrals:
References of candidates given by the present employees, or business friends for filling a vacancy.
Employees who are already working in the organization recommend their friends/relatives for a
vacancy. The advantage of employee referral is that it helps in reaching numerous people at a very
low cost. Some organizations give monetary benefits to their employees in the form of finders’
fees for every successful referral.

Advantages of internal source of candidates
Short time to hire
When we recruit candidates from outside it will take much of time. Recruitment team source the
candidates, take interviews, evaluate them, and followup with them to join our company; so it is
too much time-consuming process. On the other hand, if we recruit candidates from an internal
source we can ask them to work with us in a short time because we are already aware of their
nature, their work performance.
Short on-boarding time
Every candidate needs some to adjust with their role, but internal hires can adjust in a short
time; because they already know about the company, company policy, rules & regulation. They
already familiar with the staff members; so they can adjust with them in a short time. They are
already aware of the company’s operation, businesses, and working culture.
Cost less
Internal recruitment saves lots of money which we are spending while hiring new candidates
from outside. We can save recruitment agencies fees, advertisement fees, subscription fees of
resumes, fees for a background check; that all costs we can save from internal hire.

Disadvantages of internal source of candidates
Limit of applicants
When we are filling the vacant positions from internal sources, we get only limited applications.
so sometime we will not get perfect candidates for the specific role. We have lots of qualified
employees in our organization’s but they all are not suitable for all the positions so that we have
to do adjustment with the position.
Gap in existing workforce
When an organization promotes an employee to fill open vacancies, the old position becomes
vacant. That means promotions will disrupt our operations. So we need to go for external
recruitment to fill our internal hire.

External Source of Candidates
Recruiting via Internet
Most of the recruiters are publishing their vacancies on their company’s website. It’s the easiest
way to find new talent for the organization. Please check the below image for reference.
Advertisement
While hiring new talent for organizations; some companies are selecting advertisements in
newspapers or professional magazines to fill up the vacancies. It is useful for bulk-hiring for the
worker or junior level category. The local newspaper is the best medium for hire. Please check
below image for reference.
Employment/ Placement Agencies
Employment / Placement agencies are professional bodies to fulfill vacancies for various
organizations. They take some charges for every selection and that charges decide by both
(Organizations & placement agencies). They provide all kinds of employees from junior level to
higher level.

Campus Recruitment
Many of the organizations are hiring new candidates from colleges or universities. They have a
tie-up with universities, colleges, or other educational institutes to hire qualified talent for
various vacancies. Mostly at the time of campus recruitment organizations get fresher in
comparison to experience persons.
Executive Recruiters
They are known as Head Hunters. They help the organizations to hire Professional, Technical as
well as Top managements person. According to the skills and qualifications of the organizations,
they maintain the data of various candidates and advertise the job vacancies on behalf of the
organizations to provide the perfect candidates.
Walk-Ins
Sometimes people directly contact the organization if they can be employed. Many organizations
are following this way of recruitment. This method is very useful for hiring unskilled workers.

Casual Caller
Many qualified peoples are applying for a job via call, mail, or filling the online application
form. These kinds of applications are known as casual callers. That is a good source of
recruitment. Whenever the need arises, candidates are called by the organization.
Labor Contractors
Recruitment takes place through intermediaries that are known as labor contractors. Labor
contractors are themselves the members of the organizations concerned. If a labor contractor
leaves the organization, the workers who employed through him will also leave the
organization. so it is not a reliable method of employment.
Web Publishing
In the present time, the internet is the most popular source. Many of the people are spending
their lots of time on the internet. So recruiter publishes their vacancies on the internet
via www.naukri.com, www.monstor.com, www.linkedIn.com, or www.indeed.com, etc… that are
commonly visited by people for the job.

Advantages of external source of candidates
Increase conversion rate
The organization gets more Resumes through external sources as compare to internal source so
the conversion ratio is high as compared to the internal source of recruitment.
Attracts New Skills and Inputs
The organization gets fresh, and talented candidates from outside. That means new skills and
new business ideas that have the ability to take our business to the next stage.
Better Quality Candidates
The external source of recruitment is the best way to get better quality candidates because
through the external source we get more Resumes as compare to internal source so there are high
chances to get better quality of candidates.
Create Competition
It is clear that there will be great competition among the external employees and the existing.
When they compete with each other, then the chances of growth and improvement are high.

Disadvantages of external source of candidates
Greater Cost
The external source of recruitment involves job posting, compelling JDs, communicating with
candidates, resumes screening, Interview conducting, and a job offer. All of these steps of the
recruitment process are Complicated, costly, tedious.
Time Consuming
The biggest problem of external recruitment is the time taken to fill open vacancies. Recruiters
receive more than a hundred resumes for every position so it takes so much time for screening
resume, conducting interviews, etc…
Higher Risk
There is no guarantee that the organization will be able to hire suitable candidates. It may end up
hiring someone who does not “fit” and who may not be able to adjust in the new set-up or
company culture.
Increase de-motivation for existing staff
It increases the feeling of de-motivation among the existing employees of the organization.
Employees feel that they will never get a chance to promote in their job field. It reduces the
morale of existing employees because outsiders are preferred to fill up higher positions.

Reference :

Recruitment

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