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Process of finding &

attracting capable

applicants for employment


HRP helps determine the number & type of

people an organisation needs. Job analysis & Job

design specify the tasks and duties of jobs and

qualifications expected from prospective job holders.

The next logical step is to hire the right number of

people of the right type to fill the jobs.


In simple terms, recruitment is understood as

the process of searching for and obtaining
applicants for jobs, from among whom the people
can be selected.

In other words it is the process of finding and

attracting capable applicants for employment
Purpose & Importance
 Increase the pool of job candidates at minimum cost.

 Begin identifying and preparing potential job

applicants who will be appropriate candidates.

 Increase organizational and individual effectiveness in

the short term and long term.

 Evaluate the effectiveness of various recruiting

techniques and sources for all types of job
Factors influencing Recruitment

External Forces
• Supply & demand Internal Forces
• Unemployment rate • Recruitment policy
• Labour market • HRP
Recruitment • Size of the firm
• Political – Social • Cost
• Sons of soil • Growth & expansion
• image
External Factors

Supply and demand :- If the demand for a particular skill is high relative
to the supply, an extraordinary recruiting effort may be needed.

Unemployment rate :- When the unemployment rate in a given area is

high, the company’s recruitment process may be simpler.

Labour market :- Labour market conditions in a local area are of primary

importance in recruiting for most non-managerial, supervisory and middle
management positions.
Political-social considerations :- Reservation of jobs for SCs, STs,

minorities, and other backward classes is a political decision.

Sons & Soil :- Political leaders clamour that preference must be given to

the people of their respective states in matters of employment.

Image :- The company’s image also matters in attracting large number of

job seekers, Normally blue chip companies attract large number of


Recruitment Policy :- Generally the policy is to prefer internal

sourcing, as own employees know the company well and can
recommend candidates who fit the organization culture.

HRP :- proper planning for effective utilization of human resources

is very much essential.

Size of the firm :- Size is another internal factor having its influence on
the recruitment process.
Recruitment process




Evaluation & control

Recruitment process
• Recruitment planning :- Planning involves the translation of likely
job vacancies and information about the nature of the job and its
 Number of contacts
 Type of contacts

II) Strategy Development :- In this stage we must decide how many

and what type of required.
 ‘Make’ or ‘Buy’
 Where to look
 How to look
 When to look
III) Searching :- Once a recruiting plain and strategy are worked out,
the search process can begin.

 Source Activation

 Selling

IV) Screening :- The purpose of screening is to remove from the

recruitment process, at an early, those applicants who are visibly
unqualified for the job.
V) Evaluation and control :- It necessary as considerable costs are
incurred in the recruitment process. The costs generally incurred are:

 Salaries for recruiters.

 Cost of advertisements or other recruitment methods, that is,

agency fees.

 Cost of producing supporting literature.

 Recruitment overheads & administrative expenses.

Sources of Recruitment
External Sources
Internal sources
Professional or Trade associations

Present Employees Advertisements

Employment exchange

Employee Referrals
Campus Recruitment

Former Employees Walk – ins

Previous Applicants
Radio & Television


So Lastly I would like to conclude that

recruitment is very essential part in Human Resource

Management for choosing and placing right person to

the right job.

Thank u for staying

with us

Presented By
sudheer Kumar. T