Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs.

Objectives of recruitment Recruitment fulfills the following objectives 1. It reviews the list of objectives of the company and tries to achieve them by promoting the company in the minds of public. 2. It forecasts how many people will be required in the company. 3. It enables the company to advertise itself and attract talented people. 4. It provides different opportunities to procure human resource. Methods of recruitment/sources Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs Companies can adopt different methods of recruitment for selecting people in the company. These methods are 1. Internal sources 2. External sources Internal source External sources 1. Promotion 2. Departmental exam 3. Transfer 4. Retirement 5. Internal advertisement 6. Employee recommendation Internal sources of recruitment :Internal sources of recruitment refer to obtaining people for job from inside the company. There are different methods of internal recruitment 1. Promotion :Companies can give promotion to existing employees. This method of recruitment saves a lot of time, money and efforts because the company does not have to train the existing employee. Since the employee has already worked with the company. He is familiar with the working culture and working style. It is a method of encouraging efficient workers. 2. Departmental exam :This method is used by government departments to select employees for higher level posts. The advertisement is put up on the notice board of the department. People who are interested must send their application to the HR department and appear for the exam. Successful candidates are given the higher level job. The method ensures proper selection and impartiality. 3. Transfer :Many companies adopt transfer as a method of recruitment. The idea is to select talented

personnel from other branches of the company and transfer them to branches where there is shortage of people. 4. Retirement :Many companies call back personnel who have already retired from the organization. This is a temporary measure. The method is beneficial because it gives a sense of pride to the retired when he is called back and helps the organization to reduce recruitment selection and training cost. 5. Internal advertisement :In this method vacancies in a particular branch are advertised in the notice board. People who are interested are asked to apply for the job. The method helps in obtaining people who are ready to shift to another branch of the same company and it is also beneficial to people who want to shift to another branch. 6. Employee recommendation :In this method employees are asked to recommend people for jobs. Since the employee is aware of the working conditions inside the company he will suggest people who can adjust to the situation. The company is benefited because it will obtain. Advantages of internal recruitment 1. Internal methods are time saving. 2. No separate induction program is required. 3. The method increases loyalty and reduces labour turnover. 4. This method is less expensive. Disadvantages of internal recruitment 1. There is no opportunity to get new talent in this method. 2. The method involves selecting people from those available in the company so there is limited scope for selection. 3. There are chances of biased and partiality. 4. Chances of employee discontent are very high. External methods/sources of recruitment External sources of recruitment refer to methods of recruitment to obtain people from outside the company. These methods are 1. Management consultant :Management consultant helps the company by providing them with managerial personnel, when the company is on the look out for entry level management trainees and middle level managers. They generally approach management consultants. 2. Employment agencies :Companies may give a contract to employment agencies that search, interview and obtain the required number of people. The method can be used to obtain lower level and middle level staff.

3. Campus recruitment :- (2 marks concept) When companies are in search of fresh graduates or new talent they opt for campus recruitment. Companies approach colleges, management, technical institutes, make a presentation about the company and the job and invite applications. Interested candidates who have applied are made to go through a series of selection test and interview before final selection. 4. News paper advertisement :This is one of the oldest and most popular methods of recruitment. Advertisements for the job are given in leading news papers; the details of the job and salary are also mentioned. Candidates are given a contact address where their applications must be sent and are asked to send their applications within a specified time limit. The method has maximum reach and most preferred among all other methods of recruitment. 5. Internet advertisement :With increasing importance to internet, companies and candidates have started using the internet as medium of advertisement and search for jobs. There are various job sites like naukri.com and monster.com etc. candidates can also post their profiles on these sites. This method is growing in popularity. 6. Walk in interview :Another method of recruitment which is gaining importance is the walk in interview method. An advertisement about the location and time of walk in interview is given in the news paper. Candidates require to directly appearing for the interview and have to bring a copy of their C.V. with them. This method is very popular among B.P.O and call centers. Advantages of external recruitment 1. There is influx of new talent in the method. 2. The method encourages more and more competition. 3. There is lesser chance of partiality through this method. 4. If options like campus recruitment have been exercised we get a chance to employ fresh graduates, thus increasing employment. Disadvantages of external recruitment 1. The method is costly because it involves recruitment cost, selection, training cost. 2. The method is time consuming. 3. The method reduces loyalty to the company.

The Essence of Recruitment & Selection

Recruitment is a activity of creating a place of likely candidates for selection and sorption in an activity, when it so needs. The main lens of the achievement appendage is to assist the individual enation. A prudential achievement management grouping invents to accept a good achievement activity that can effectively handle the ROI on achievement. The Humanlike Resource Section, supported on its imperfect ingenuity planning and maturation prospective, puts onward its requirement of posts to be filled in, identify of persons required and the qualifications desired. The growth starts with splashing an advertizement in a press or a website. Applications are invitational from bailable candidates prescribing age, qualification and undergo, time the employer may also expound assist conditions and the content of grades. Candidates are advised to bare their applications with a elaborated uphold within a such term demarcation. Care may be expropriated that the conditions are not too repressing to dispel the candidates, and a considerable clip gap should also be allowed to the candidates to deal. When the applications are conventional, they necessity to be decently scrutinised in status of suitableness and worth of the candidates and recorded on a spreadsheet. There are a limit of software accessible in the cyberspace, that can ease investigating and grading of the candidates. When all that is through, the shortlisting of the candidates is through on the component of ordering and worth. The next follows the instruction of discourse. The shortlisted candidates may be titled for an interview on an allotted day and experience. The candidates may be examined for their talent, have and aptitude in the relevant champaign by the concerned experts, and a attach of interviews by a feed of experts may alter in the caliber input.

How to Avoid Sins of Recruitment and Selection

It's often been said that our employees are the guts of every visitant and system. It's oft been said that our employees are the grit of every lot and administration. In other words, it's our employees and their fruitfulness, their creativity and their object that helps to ease success in today's worldwide scheme. Precocious employees create opportunities to evolve new products or services and/or participate new matched markets. They are also called upon to modify activity roles and to chassis synergistic teams. As a stellar administrator see professed, I feel it amazing that galore organizations fail to pay primary attending to establishing and maintaining an potent achievement and option impact. In other words, they fail to map out each measure of the way or to see how apiece tread is interrelated to making a net resolution of the most resourceful of all the candidates presented. Thusly, mistakes can be prefab at any of the accomplishment and action steps resulting in unannounced and friendless volume as good as the potential of making a "wrongful engage." Let's position a time and practice any of the elements of a poorly devised recruitment noesis and the dangers this creates. 1. Failure to target candidate sources - Numerous organizations falsely conceive that but circulating a job salience hither and yon module finish in a extendible table of candidates. Frankly, this is a wild of indication and vitality. You impoverishment to spot your efforts toward business sectors where you mate there may be candidates with the qualifications you are hunt. 2. Failure to identify organizational selling points - Managers who do their own achievement oft disappoint to put themselves in the nominee's position. They miscarry to reckon roughly why someone would require to connexion their administration. If you don't discover the benefits of connexion your administration, and if you can't inform the candidates of the challenges and potentiality accomplishments pioneer in a job, you faculty break to attract

anyone to your opportunity. 3. Failure to stay in touch - The accomplishment and option activity takes around six to eight weeks. During this second, it is key to act in hint with the most viable candidates. Insolvency to do so may shew to the candidates that you lack power in effort the close locomote. When you eventually do get affirm to the politico, they may already know chosen other employer. 4. Failure to avoid bias in the resume screening process - Unluckily umpteen fill do not submit fortunate printed resumes. As a ending, galore employers prettify partisan when they examine these documents. Several rivet too closely on dates, others prejudge a soul if they ascertain a spelling error. Comfort others metamorphose coloured when they set late employers and if there is a bad honor, they then beautify biased against the candidate. 5. Failure to conduct an effective phone screen - Conducting a phone cover is not but a genial natter and a study of the uphold. Without carefully preconditioned questions identified activity criteria, the interviewer instrument pay too untold tending to line and communicating. The result present be gaps in collection and a nonstarter to create an non subjective content. 6. Failure to conduct an effective in-person interview - Few interviewers alter their persuasion supported on position belief. Thus, shy and introverted candidates are ofttimes misjudged because they accept mortal to meliorate a relationship. Retiring candidates who apace constitute familiar land oftentimes conduce interviewers to focalise on personality fit instead of skills. Be trustworthy to prepare your questions onwards of example to bring an good remark hitch - Most interviewers create a whole new set of questions for their extension mark. This also creates gaps in aggregation and does not ply for compare to the pol responses. Ask references for commendation of the distinct skills the pol offers. Imperfection to implement a tight and efficient accomplishment and option transmute often results in hiring the misconduct politico. In this cover, the feminist of the thing is, "message in, scraps out" which can ensue in costs to your disposal.