the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Or It is the 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 applicants from which new employees are selected. Purpose and importance 1. Determine the present and future requirements keeping in mind job analysis and manpower planning 2. Increase the pool of job candidates at minimum cost 3. Help increase the success rate of selection process by reducing the number of visibly under qualified or overqualified job applications 4. Help reduce the probability that job recruits once selected will leave the organization only after a short period of time. 5. Meet the organization’s legal and social obligations 6. Begin identifying and preparing potential job applicants who will be appropriate candidates 7. Increase organizational and individual effectiveness over short run and long run Factors governing Recruitment External Internal Factors Factors 1. Supply and 1. Recruitmen demand t Policy 2. Unemploym 2. HRP ent rate Recruitment 3. Size of the 3. Labour firm market 4. Cost 4. Political – 5. Growth and social expansion 5. Suns of soil 6. Image Recruitment Sources Internal Sources External Sources 1. Present Permanent 1. Campus Recruitment Employees 2. Private Employment • Transfer Consultants • Promotion 3. Public Exchanges 1. Present Temporary 4. Casual applicants employees 5. Similar Organizations 2. Retired Employees through Scouting 3. Dependents of 6. Advertisement deceased, disabled or retired employees Internal Recruitment Advantages Disadvantages 1. Less costly 1. Avoid introduction of 2. Candidates are already fresh blood in the oriented towards company organization 2. Candidates current 3. Organizations have better work is affected knowledge of the 3. Politics play greater employees role 4. Enhancement of employees 4. Morale problem for morale an motivation those not promoted 5. Good performance is rewarded External Recruitment Advantages Disadvantages 1. Benefits of new skills, new 1. Better morale and talents motivation associated with 2. Compliance with internal recruiting is reservation policy becomes denied to the organization easy 2. Costly process 3. Scope for resentment, 3. Adjustment of new jealousies and heartburn employees to the are avoided organizational culture takes longer times. 4. Errors may take place while selecting the best candidates.