Nature of Recruitment

In simple terms, recruitment is understood as the process of searching for and obtaining applications
for jobs, from among whom the right people can be selected. Theoretically recruitment process is said
to end with the receipt of applications, in practice the activity extends to the screening of applications
so as to eliminate those who are not qualified for the job.
Recruitment refers to the process of employee hiring. There are recruitment boards for railways,
banks and other organizations. B-schools talk about campus recruitment. In news paper to
recruitment is frequently used to connote the process of employment. But there is difference between
recruitment and selection.

Purposes and Importance

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes are

1. Determine the present and future requirements of the firm in conjunction wit the personnel
planning and job analysis activities.
2. Increase the pool of job candidates as minimum cost.
3. Help increase the success rate of the selection process by reducing the number of visibly
under qualified or overqualified job applicants.
4. Help reduce the probability that the job applicants, once recruited and selected, will leave the
organization only after a short period of time.
5. Meet the organization’s legal and social obligations regarding the competition of its work
force.
6. Being identifying and preparing potential job applicants who will be appropriate candidates.
7. Increase organizational and individual effectiveness in the short term and long term.
8. Evaluate the effectiveness of various recruiting technique and source for all types of job
applicants.
Recruitment represents the fist contact that a company makes with potential employees. It is thought
recruitment that many individual will come to know a company, and eventually decide whether the
wish to work for it. A well planed and well managed recruiting effort will result in high quality
applicants, whereas a haphazard and piecemeal effort will result in mediocre ones. High-quality
employees can not be selected when better candidates do not know of job openings, are not interested
in working for the company, and do not apply. The recruitment process should inform qualified
individuals about employment opportunities, create a positive image of the company, provide enough
information about the jobs so that applicants can make comparison with qualifications and interests,
and generate enthusiasm amongst e best candidates so that they will apply for vacant positions.
Recruitment leads itself as a potential source of competitive advantage to a firm. An effective
approach to recruitment can help a company successfully compete for limited human resource. The
firm must choose a recruiting approach that produces the best pool of candidates quickly and cost
effectively. A recruiting programme helps a company in at least four ways:
o Attract high qualified and competent people
o Ensure that the selected candidates stay longer with the company
o Make sure that there is match between cost and benefit
o Help the firm create more culturally diverse work-force
The negative consequences of a poor recruitment process speaks volumes about its role in the firm
the future to generate an adequate number of reasonably qualified applicants can prove cost on
several ways. It can greatly complicate the selection process and may result in lowering of selection
standards. The poor quality of selection means extra cost on training and supervision. Furthermore,
when recruitment fails to meet organizational needs for talent, a typical response is to raise entry
level pay scale. This can distort traditional wages and salary relationships in the company, resulting
in unavoidable consequences. Thus, the effectiveness of the recruitment process can play major role
in determining the resources that must be expended on other HR activities and their ultimate success.

Factors Governing Recruitment

External Factors Internal Factors

Supply and demand
Recruitment policy
Unemployment rate
HRP
Labour market
Political-legal
Recruitmen Size of the firm
t Cost
Sons of soil
Growth and expansion
Image

External Factors

Of particular importance is the supply and demand of specific skills in the labour market. If the
demand of a particular skill is high relative to supply, an extraordinary recruiting effort may be
needed.
When unemployment rate in a given area is high, the company’s recruitment process may be
simpler. The number of unsolicited applicants is usually greater, and the increased size of the labour
pool provides better opportunities for attracting qualified applicants. On the other hand, as the
unemployment rate drops, recruiting efforts must be increased and new sources explored.
Labour market conditions in the local area are of prime importance in recruiting most non-
managerial, supervisory and middle management position.
Another external factor is political and legal conditions. Reservation of SCs, STs and OBC is one
of the examples of it. Preferences to sons of soil are another political factor.
The company’s image also matters in attracting large number of job seekers. Blue chip
companies attract large number of applications.
Internal Factors

The above are some of the external factors influencing the recruitment function of an
organization. In addition to these, there are certain internal factors which deserve
consideration while recruiting personnel.
One such internal factor is the recruiting policy of the organization most firms have a policy
on recruiting internally (from own employees) or externally (from outside of organization).
Generally, the policy is to prefer internal sourcing, as own employees know the company well
and can recommend candidates who fit the organization’s culture.
Another related policy is to have temporary and part time employees. An organization hiring
temporary and part time employees is in a less advantageous position to attract sufficient
applicants.
A major internal factor which can determine the success of recruiting programme is whether
or not the company engages in HRP. In most cases, a company can not attract prospective
employees in sufficient numbers and with required skill overnight. It takes time to examine
the alternatives regarding the appropriate source of recruits and the most productive method
to obtain them. Once the best alternatives have been identified, recruitment plans may be
made. Effective HRP greatly facilitates the recruiting efforts.
Size is another internal factor having its influence on the recruitment process. An organization
with one hundred thousand employees will find recruiting less problematic than a firm with
just one hundred employees.
Cost of recruiting is yet another internal factor that has to be considered. Recruiting costs are
calculated per new hire and the figure is considerable nowadays. Recruiters must, therefore,
operate within budget. Careful HRP and forethought by recruiters can minimize recruitment
cost. One cost saving measure, for instance, is recruiting multiple job openings
simultaneously.
Finally an organization registering growth and expansion will have more recruiting on hand
than the one which finds it fortunes declining.