Professional Documents
Culture Documents
INTRODUCTION:
1.1. MEANING:
Recruitment is an important part of an organization’s human resource planning an
d their competitive strength. Competent human resources at the right positions i
n the organisation are a vital resource and can be a core competency or a strate
gic advantage for it.
In this is competitive global world and increasing flexibility in the labour mar
ket, recruitment is becoming more and more important in every business.
Therefore, recruitment serves as the first step in fulfilling the needs of organ
izations for a competitive, motivated and flexible human resource that can help
achieve its objectives.
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
Every organisation has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organisation itself (like transfer of employees from one department
to other, promotions) to fill a position are known as the internal sources of re
cruitment. Recruitment candidates from all the other sources (like outsourcing a
gencies etc.) are known as the external sources of recruitment.
SOURCES OF RECRUITMENT
1.5. FACTORS AFFECTING RECRUITMENT:
2. RECRUITMENT POLICY OF A
COMPANY:
2.1 INTRODUCTION:
In today’s rapidly changing business environment, a well defined recruitment pol
icy is necessary for organizations to respond to its human resource requirements
in time.
Therefore, it is important to have a clear and concise recruitment policy in pla
ce, which can be executed effectively to recruit the best talent pool for the se
lection of the right candidate at the right place quickly.
Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound recruitmen
t process.
It specifies the objectives of recruitment and provides a framework for implemen
tation of recruitment programme.
It may involve organizational system to be developed for implementing recruitmen
t programmes and procedures by filling up vacancies with best qualified people.