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Hrm topic recruitment

Recruitment is the process of searching for
prospective employees and stimulating and
encouraging to apply for the job. (Flippo
Recruitments needs are of three types :
1.Planned : arises from changes in organizations.
2.Unexpected: arises due to resignations, death,
3.Anticipated: arises from predicting trends in the
internal and external environments.
It is a process rather than a single act or event.
Linking activity as it brings together the
employer and the prospective employees.
Positive activity to seek out eligible persons
from which suitable ones are selected.
To locate the sources of people required to
meet job requirements.
Ability to match jobs to suitable candidates.


Attract & encourage more and more candidates
to apply in the organization.
Create a talent pool of candidates to enable the
selection of best candidates for the
Increase the pool of job candidates at
minimum cost.
Determine present and future requirements of
the organization.
Identify and preparing potential job
applicants .
Recruitment is a process which links
employers with the employees.
Meet the organization legal and social
obligations regarding the composition of its
Increase organization and individual
effectiveness of various recruiting techniques
and sources for all types of job applicants.
The Internal Sources Are Given Below:

1. Transfers:
Transfer involves shifting of persons from present
jobs to other similar jobs. These do not involve any
change in rank, responsibility or prestige. The
numbers of persons do not increase with transfers.
2. Promotions:
Promotions refer to shifting of persons to positions
carrying better prestige, higher responsibilities and
more pay. The higher positions falling vacant may
be filled up from within the organisation. A
promotion does not increase the number of persons
in the organisation.
A person going to get a higher position will vacate
his present position. Promotion will motivate
employees to improve their performance so that
they can also get promotion.
3. Present Employees:
The present employees of a concern are informed
about likely vacant positions. The employees
recommend their relations or persons intimately
known to them. Management is relieved of looking
out prospective candidates.
The persons recommended by the employees may
be generally suitable for the jobs because they
know the requirements of various positions. The
existing employees take full responsibility of those
recommended by them and also ensure of their
proper behaviour and performance

1. AdvertisingAdvertising in newspapers and

periodicals is one of the most important methods ot
recruitment. This is specially so in case of
recruitment of management and technical
personnel. The company needing manpower
advertises details about the job, requirements,
salary perquisites, duties and responsibilities etc.
The advantage of advertising is that all details
about the job can be given in advertisement to
allow self-screening by the prospective candidates.
Advertisement gives the management a wider
range of candidates from which to choose. Its
disadvantage is that it brings large number of
applications whose screening costs may be quite
2. Employment AgenciesThere are government
as well as private employment agencies providing a
nation-wide or area-wise service in matching
personnel demand and supply. In India, there are
employment exchanges and employment and
guidance bureau which provide a range of service.
In some cases, compulsory notification of
vacancies to the employment exchange is required
by law. Employment seekers get themselves
registered with these exchanges. The employment
exchanges bring the job-givers in contact with jobseekers. Employment exchanges are well regarded

particularly in the field of unskilled, semi-skilled

and skilled operative jobs. However, in the
technical and professional area, private consultancy
firms provide recruitment facilities. In metropolitan
cities, there are several such agencies prominent
among them are Tata Consultancy Service, A.F.
Ferguson and Company, ABS Consultants etc.
3. Gate Hiring-In a country like ours, where there is
a large number of unemployed people, it is usual to
find job-seekers thronging the factory gates.
Whenever workers are required, the people who are
available at the gate, are recruited in necessary
number. This method can be used safely for
unskilled workers. In some industries, a large
number of workers work as badli or substitute
workers. Whenever a permanent worker is absent, a
substitute is employed in his place from among the
people at the gate.
4. Educational InstitutionDirect recruitment from
colleges and universities is prevalent for the
recruitment of higher staff in western countries but
not in India. Many big organisations maintain a
close liaison with educational institutions for
recruitment to various jobs. Various recruiting
groups develop systematic formal university
recruiting programmes. They hold preliminary oncampus interviews and select some students for
final interview mostly at their offices.

5. Employee recommendations-In order to

encourage existing employees, some concern have
made a policy to recruit further staff only from the
applicants introduced and recommended by
employees or employees' union. Other conditions
being equal, preference will be given to friends and
relatives of existing employees.
6. Labour UnionsIn many organisatios, labour
unions are regarded as a source from which to
recruit manpower. This facilitates increasing the
sense of cooperation and in developing the better
industrial relations. But sometimes trade unions
support a candidate who is not suitable for the job
and not acceptable to management. This weakens
the labour relations.
9. Field TripsAt interviewing team makes trips to
towns and tides which are known to contain the
kinds of employees required by the enterprise.
Arrival dates and the time and venue of interview
are advertised in advance.
10. Unsolicited ApplicationsOne of the
important source of recruitment is unsolicited
applicants who send their requests for appointment
against a vacancy, if any. By appointing such casual
callers the employer saves not only the selection

and training costs but also expenditure in the form

of pension, insurance and fringe benefits.
Obtaining job requirements.
Analyzing the job requirements.
Sourcing the candidates. (internal & external)
Screening and filtering
Arranging interview
Short-listing the candidates
Arranging final round of interview with
Issuing the offer letter


Step 1: contact your branch officer and meet
the development officer there.
Step 2:interview with the branch manager.
Step 3: training for 100 hours .
Step 4: pre-licensing examination conducted
by IRDA.
Step 5: awarded a license by IRDA to work as
an insurance agent.
Step 6: appointed as an agent by the branch
officer .
Step 7: work under development officer team.

Step 8: the development officer will impart

you field training and other inputs which help
you in the market place
The qualities they seek are:
Master communicator


Step 1: application
Step 2: assessment
Step 3: first interview
Step 4: second interview
The candidates in the second interview round
have to go through :
1.telephonic interviews
2.technical tests
3.psychometric tests

Milind adeshra :01
Anoli adhia
Arpita adhikari :03

Sagar amrute :04

Nukul bakliwal :05
Ankita basande :06