RECRUITMENT AND SELECTION

CHAPTER-1

CHAPTER-1

INTRODUCTION

DR.JYOTHIRMAYI DEGREE COLLEGE, ADONI

-1-

DEPT.OF MANAGEMENT

RECRUITMENT AND SELECTION

CHAPTER-1

INTRODUCTION:
DEFINITION:
Recruitment is defined as A process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. EDWIN B. FLIPPO defined requirements as the process of searching for prospective employees and stimulation them to apply for jobs in the organization.

RECRUITMENT:
The purpose of recruitment is to provide a group of candidates that is large enough to let the organization select the qualified employees it needs. General recruiting which is most appropriate for operative employees, takes place when the organization needs a group of workers of a certain kind for example, typists or sales people. It follows comparatively simple, standardized procedures. Specialized recruiting, which is used mainly for higher-level executives or specialists, occurs when the organization wants a particulars type of individual. In specialized recruiting, candidates get personalized attention over an extended period. SOURCES OF RECRUITMENT: Recruiment takes place with in a labour market that is, the pool of available people who have the skills to fill open positions. The labour market changes over time in response to environmental factors. Which sources a human resources department turns to meet its recruitment needs depends on the availability of the right kinds of people. In the local labour pool as well as on the nature of the positions to be filled. An organizations reputation and the attractiveness of its location as on the attractiveness of the specific job offer. If the people with the appropriate skills are not available with in the organization or in the local labour pool, they may have to be recruited from competing organization and/or from some distance away. Sources of recruitment is two types. Internal sources and External sources. Internal Sources: Whenever a job falls vacant, it can be filled up by giving a promotion to the present employee of the company. It is based on the promotion policy followed by the company. In certain cases, the company deputes a same cadre staff member to the job. This is called a transfer. This is also based on the transfer on the policy followed by the company. External Sources: Every enterprise has to tap external sources for various positions. Running enterprises have also to recruit employees from outside for filling the positions whose specifications cannot be met by the present employees, and for meeting the additional requirements of manpower. The following external sources of recruitment are commonly used by the big enterprises.

DR.JYOTHIRMAYI DEGREE COLLEGE, ADONI

-2-

DEPT.OF MANAGEMENT

RECRUITMENT AND SELECTION

CHAPTER-1

1. Unsolicited Applictions: Many qualified persons apply for employment to reputed companies on their own initiative. Such applications are known as unsolicited applications. They serve as a good source of manpower. A proper record may be kept ot such applications and the candidates may be called for interview whenever the need arises. 2. Educational Institutions: Jobs in industry have become increasingly varied and complex to the point where school and college degrees are widely required. That is why, many big organizations maintain a close liaison with the colleges, vocational institutes and management institutes for recruitment to various jobs. Recruitment from educational institutions is a well-established practice of many organization. Organizations which require a large number of clerks or which seek applicants for apprenticeship programmes usually recruit from institutions offering vocational courses. 3. Personnel Consultants: Private consultant is a separate specified agent doing the function of recruitment of the personnel on behalf of the company.. In other words, the personal consultants perform the functions of personnel department of any company. It receives the applications from the candidates, verifies the applications, conducts interviews and selects the candidates. The personnel consultant receives fees from the company for its service. 4. Employment Exchanges: Employment exchanges run by the Government are regarded as a good source of recruitment for unskilled, semi-skilled operative jobs. In some cases, law requires compulsory notification of vacancies to employment exchange. However, in the technical and professional areas, private agencies and professional bodies appear to be doing most of the work. Employment exchange and selected private agencies plrovide a nationwide service in attempting to match personnel demand and supply. They bring the job givers in contact with the job seekers. 5. Gate Applicants: The educated unemployed youth many contact the company to get employment. These candidates may not have any recommendations. Even the company might not have issued any advertisement for the post. The candidate personally approaches the appointing authority of the company. If such candidate is found fit for any one of the posts, which are vacant at that time, the candidate is appointed. 6. Advertisements: When a company wants to inform the public that it has a vacancy, it puts up an advertisement. The details of the job and the qualification of the candidates are briefly given. The company may receive the applications in response to the advertisement. After that, an interview will be conducted. In certain cases,

DR.JYOTHIRMAYI DEGREE COLLEGE, ADONI

-3-

DEPT.OF MANAGEMENT

RECRUITMENT AND SELECTION

CHAPTER-1

The company may adopt walk-in-interview method. In the walk-in-interview method, the applications are not received from the candidates. The date, time, and place of the interview are mentioned in the advertisement. In this way a person can be recruited through an advertisement. 7. Executives and Dealers: The senior executives in the company working for along years sometimes recommend their friends and relatives to the company. The company recruits the candidates recommended by the executives and dealers, if they are suitable for the jobs.

SELECTION: