Unit-II Semester II MBA Both recruitment and selection are the two phases of the employment process.

The differences between the two are: 1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee. According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. ecruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Meaning and Definition of Recruitment and Its Policy Employees of an organisation are essential and active factor of production. In addition to their major contributes to all the affairs of the business, they activate other factors. Without employees, the enterprise would have been a collector material and equipments. Efficient employees are an asset of the enterprise, inefficient will prove to be a liability. Therefore, very organisation should recruit the most suitable and competent persons on the basis of the needs and nature of the job. In other words, right men should be recruited taking into consideration the long term needs of the organisation and they should be placed on jobs for which they are the most suitable. After the manpower requirements are determined in terms of numbers through manpower planning and quality of employees through job analysis the process of recruitment begins. In this way

recruitments is an activity of establishing contact between employer and applicant. Recruitment ordinarily means obtaining fresh supplies, but in the context of personnel management it is an activity of discovering job-seekers for the present and future needs of the organisation. In the words of Filippo, "Recruitment is the process of searching for prospective employers and stimulating them to apply for jobs in the organisation." The efficient operation of the enterprise and its future depends upon recruitment policy. Recruitment Policy A good recruitment policy should have the following considerations. Recruitment should be made by central institute. Every department should send its requirement. Recruitment should be made according to posts fallen vacant. Vacancies must be approved by competent authorities. Recruitment should be based upon competence and ability of the applicant. Recruitment should be made by approved and appropriate source. Employees should be clearly told about the nature of work, remuneration and other service conditions. Recruitment should be made by competent and experienced employees, so that they may ask questions ascertain their suitability. Recruitment should be fair and free from any favor and pressure. There should not be false assurance given to candidates about promotion, wages and other amenities, because in future, if the assurance is not met the employee will lose his interest in the work. Recruitment policy should be elastic, clear and comprehensive, so that necessary improvement and modification can be made as per the real situations. Internal Sources of Recruitment Internal sources of recruitment means shifting of the existing employees of the organisation from one place to another place and from one post to another post. Personnel records as computerized information assist in tracing out the suitable employee for the specific job within the organisation. Vacancies can also be advertised through circulars or on the notice board and the employees having requisite qualification may asked to apply for the post. These sources are as under: By promotion of employees Vacant posts at higher level are filled up by the promotion of employees. This promotion may be based upon both seniority and merit. In a good promotion policy employees should know what will be contribution their seniority and merit in their promotion. The employee has the privilege of working in the real situation of the business, So he does not feel any difficulty incase of promotion. By transfer of employees Transfer of employees is made from one place to other place in the interest of work, worker and the organisation. An effective management places right men on right jobs. If he find that a person is misfit or he will be more useful at some other place, he is shifted. In case of transfer, scale of pay remains unchanged. By demotion In the business under deflationary pressure employees may be demoted back to their original jobs. Demotion the moral and self respect of employees, so it should be avoided. Demotion is generally made when the promotion is conditional on the court has disapproved or vacancy was temporarily caused by have of a senior employee. By recruitment of Ex-Employees This source of internal recruitment is adopted to reemploy the ex-employee. It may happen that employees, who have left organisation are willing to join it. In such case the organisation may record them priority. These employees have been in the organisation in the past and have worked therefore they will immediately pick up the work without any training. The enterprise goes trusted competent and experienced employees also. Merits / Advantage of Internal Sources of Recruitment Promotional avenues The existing employees of the organisation get an opportunity for promotion. They render their best services to prove their claim for the promotion. Economical

This source is economical, because the enterprise is not required to indulge in the various formalities of recruitment. There are lesser number of candidate and the most suitable candidate is selected according to merit or seniority or both. Encouragement to render better services The employee tries to continue his best efforts and energies, so that he employee tries to continue his best efforts and energies, so that he may get a promotion as a reward. Knowledge of actual working conditions and policies The employees are aware of policies plans and the actual working conditions of the enterprises. So they are not required to waste time and energy a teaching it. Reference not required The service record of employees is available in the organisation. Therefore, any outside reference and its verification is not required. Availability of efficient and experienced employees Generally promoted employees have already been performing the job as a delegate before their promotion, so they do not have any difficulty. The organisation is also benefited because they start working without any formal training. Less time-consuming Internal source of recruitment are less time consuming that external source of recruitment incase of internal sources of recruitment. They can be immediately selected. Strenuous and time consuming and selection procedures are not required. Demerits of Internal Sources of Recruitment Promotion of inefficient employees If the organisation adopts a policy of promotion by seniority, anyone who is senior, whether efficient or inefficient is promoted. In case of promotion on merit preferences and approaches play important part. It encourages favoritism and nepotism i.e., appointment is restricted to relatives and influential. No opportunity for efficient outsiders Outsiders however competent, trained and experienced, do not get opportunity for appointment, so enterprise is deprived of the new, and improved skills, which outsiders may introduce. Not a complete solution This source is not capable of meeting entire requirement of the organisation and it has to depend on external sources also. External Sources of Recruitment The limitations of internal sources of recruitment lead obviously to external sources, where employees are selected from outside the enterprise through a prescribed selection procedure: Recruitment on the recommendation of existing employees and trade unions The existing employees of the organisation recommend the recruitment of the members of their families, friends, relatives and acquintances and the organisation recruits them. This method will be useful, if the employees recommend most suitable candidates. The method creates a feeling of belongingness with the venture and the existing employees contribute their best efforts. Recruitment through labor unions In order to keep worker and their union satisfied, employees can be recruited through workers unions also. The unions have been inflicting pressures on the employers that if employees can be appointed on the recommendation of manager why not on the recommendation of managers. Why not on their recommendations. The employers have to satisfy them. Recruitment through middlemen & contractors There are certain individuals and organizations, which work as middlemen to supply workers. If the enterprise fails to get works directly. It meets its requirement through this source. The method is commonly used in construction works. Direct Recruitment or recruitment at the factory gate or casual recruitment This type of recruitment is made by labor officers. Generally workers gather at factory gate or they are called through notice. The suitable candidates are recruited. This method is applied to meet the casual needs of employees. This recruitment can be made by interview or written test or both. Recruitment through advertisement The enterprise advertises its vacancies in newspapers, employment news and magazines. The details of work and the types of persons required are magazines. The details of work and the types of persons required are given in the advertisement. Candidates, who think themselves suitable for

the post apply for it. After written test or interview or both suitable candidates are recruited. If necessary, medical and other psychological tests are also made. Recruitment through employment exchanges The unemployed and underemployed males and female register themselves with the employment exchanges. Their names, addresses, qualifications and experience are noted with the employment exchange. The employers contact these employment exchanges to meet their employees requirements. These exchange direct the suitable candidates to contact employers, who after their testing, recruit suitable requisites number of candidates. Campus interviews and field trips The employers contact universities, technical institutes to meet their employee requirement. The heads of the institutions send a list of candidates fulfilling qualifications. Employers select candidates after interviewing them. Recruitment through cooperation and competing ventures Two enterprises in co-operation with each other can recruit surplus employees of the other enterprise. It may also happen that efficient employees of the competing institutions may be provided better scales and amenities and they join the firm leaving their job in the old firm. Recruitment through advisory institutions of management consultants Certain institutions are authorized by Indian or foreign enterprises to recruit specific type of employees on their behalf. This method is adopted in the recruitment of technical persons. These institutions are run by certain organizations jointly. They have the information about candidates. Whenever there is any vacancy, it is met through these institutions. These institutions charge commission for their services. It is a common source of recruitment in foreign countries especially in America. Recruitment through irregular application There are certain highly qualified persons who contact the ventures through their bio-data and interviews. If the enterprise needs such persons it can recruit them. This is an informal method 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 recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. SOURCES OF RECRUITMENT

Meaning of Recruitment : Recruitment is an important part of an organizations human resource planning and their competitive strength. Competent human resources at the right positions in the organisation are a vital resource and can be a core competency or a strategic advantage for it. The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organisation to achieve its goals and objectives. With the same objective, recruitment helps to create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Using and following the right recruitment processes can facilitate the selection of the best candidates for the organisation. Sources of Recruitment: 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 recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. SOURCES OF RECRUITMENT 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 recruitment. Recruitmentcandidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. Sources of Recruitment: 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 recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. Internal Sources of Recruitment: 1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives,

engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation. 5. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. Meaning of Selection
Introduction:Once the applicant has become a candidate, it means she has the requisite skills to warrant an investment of resources necessary to schedule, prepare and conduct an interview. These days interviews are one of the most important factors in the selection process because the recruiter and hiring manager are looking at more than what can the candidate do for the company. They are looking for soft skills the candidate may have in terms of building teams, working in collaboration with other professionals, and what the candidate can bring to the company that no other candidate can. Interviews may be one-on-one for administrative and support positions; however, candidates for management and director level positions can expect to be panel interviewed and judged on their capability to interact with a variety of personalities while presenting her qualifications in a manner that sells her capabilities to the prospective employer The process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obey ed during employee selection

Selection is the process of picking individuals with requisite qualification and competence to fill jobs in organization