1. Prepared by:
Jheryl M. Fortun
MAED-EDAD- 1

3. • “Recruitment refers to the process of sourcing,
screening, and selecting people for a job or vacancy
within an organization. Though individuals can
undertake individual components of the recruitment
process, mid- and large-size organizations generally
retain professional recruiters”.

5. • Recruitment is the process which links the employers with the employees.
•Attract and encourage more and more candidates to apply in the organisation.
• Create a talent pool of candidates to enable the selection of best candidates for the
organisation.
• Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.

6. • Meet the organizations legal and social obligations regarding the composition of its workforce.
• Begin identifying and preparing potential job applicants who will be appropriate candidates.
• Increase organization and individual effectiveness of various recruiting techniques and sources
for all types of job applicants

8. • Transfers • Advertisements
• Promotions • Campus Placements
• Upgrading • Vendor Management
• Demotion • Employment Exchanges
• Retired Employees • Labor Contractors
• Retrenched Employees • Employee Referral Program
• Dependants and Relatives • Recruitment at Factory Gate
of deceased employees.

9. 1. Transfers
The employees are transferred from one department to another according to their efficiency
and experience.
2. Promotions
The employees are promoted from one department to another with more benefits and greater
responsibility based on efficiency and experience.
3. Upgrading and Demotion of present employees according to their performance.
4. Retired and Retrenched employees may also be recruited once again in case of shortage of
qualified personnel or increase in load of work. Recruiting such people saves time and costs of
the organisation as the people are already aware of the organisational culture and the policies
and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are also
hired by many companies so that the members of the family do not become dependent on the
mercy of others.

10. 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.
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.
4. Employment Exchanges
Government establishes public employment exchanges throughout the country. These
exchanges provide job information to job seekers and help employers in identifying suitable
candidates.

11. 5. Labor Contractors
Manual workers can be recruited through contractors who maintain close contacts with the
sources of such workers. This source is used to recruit labour for construction jobs.
6. 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.
7. Recruitment at Factory Gate
Unskilled workers may be recruited at the factory gate these may be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies.

13. IDENTIFY
VACANCY
NO
APPROVALS NO HIRE
YES
PREPARE JOB
DESCRIPTION&
PERSONAL
SPECIFICATION
SEARCH YES CHECK
INTERNAL
DATABASE PROFILE
VENDOR CAMPUS
NO
MANAGE WALK-INS
ADVERTIS
PLACEME CO-
EMENTS
MENT NTS VENDORS ORDINATE
INTERVIEWS
GIVE OUT JOB REFERENCE
DESCRIPTION CHECK
CLOSE/
SHORT-
PROPOSE
LISTING OFFER
CONDUCT
DECISION-
INTERVIEW
MAKING
S

15. • A candidate visits a local branch for a short interview and an assessment before
being taken onto the agency’s books.
• Remuneration for the agency's services usually takes one of following forms:
 A contingency fee paid by the company when a recommended candidate accepts a
job with the client company (typically 20%-30% of the candidate’s starting salary),
which usually has some form of guarantee, should the candidate fail to perform and is
terminated within a set period of time.
 An advance payment that serves as a retainer, also paid by the company.

16. • Such sites have two main features: job boards and a résumé/Curriculum Vitae
(CV) database.
• Job boards allow member companies to post job vacancies.
• Candidates can upload a résumé to be included in searches by member
companies. Fees are charged for job postings and access to search resumes.
• Key players in this sector provide e-recruitment software and services to
organisations of all sizes and within numerous industry sectors, who want to e-
enable entirely or partly their recruitment process in order to improve business
performance.
• The online software provided by those who specialise in online recruitment helps
organisations attract, test, recruit, employ and retain quality staff with a minimal
amount of administration.

18. • Headhunters are third-party recruiters often retained when normal recruitment
efforts have failed.
• They use advanced sales techniques, such as initially posing as clients to gather
employee contacts, as well as visiting candidate offices.
• They prepare a candidate for the interview, help negotiate the salary, and conduct
closure to the search.
• They often attend trade shows and other meetings nationally or even internationally
that may be attended by potential candidates and hiring managers.
• Headhunters are typically small operators that make high margins on candidate
placements (sometimes more than 30% of the candidate’s annual compensation).
• Due to their higher costs, headhunters are usually employed to fill senior
management and executive level roles, or to find very specialized individuals.

20. • Campus recruitment refers to the process whereby employers undertake an
organised program of attracting and hiring students who are about to graduate
from schools, colleges and universities.
• Employers commonly attend campuses to promote employment vacancies and
career opportunities to students who are considering these options following
graduation.
• Selection methods used by employers include interviews, aptitude tests, role
plays, written assessments, group discussions and presentations.
• Many schools, colleges and universities provide their students with independent
advice through a career advisory service which is staffed by professional career
advisors.
• The career advisory service often organises a career fair or job fair where a large
number of employers visit the campus at once giving students the opportunity to
meet a range of potential employers.

23. • Resume scanner is one major benefit provided by the job portals to the
organisations.
• It enables the employees to screen and filter the resumes through pre-defined
criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.
• Job sites provide a 24*7 access to the database of the resumes to the employees
facilitating the just-in-time hiring by the organisations.
• Online recruitment helps the organisations to automate the recruitment process,
save their time and costs on recruitments.

24. • A company can hold contests in order to attract candidates with different
skills and aptitudes to meet at one point and the best performers can be
selected.
• Contests create a large pool of candidates for selection.
• Axel Mark, an information distributor for cell phone users, recently
organized a contest to build a job-search Web site aimed at college students
and recent graduates.
• A member of the winning team was subsequently hired.

26. • Recruiting students early in their educational course.
• A company will lock in talent up-front.
• Work with college/institute to mould curriculum for the company’s
requirements.
• A company can create an emotional bond with the candidate.

27. • Use blogs to post job descriptions and vacancies.
• Advertise on websites like Facebook or Orkut.
• Due to ever-increasing membership of people on these networking sites, there is a good
chance of people responding to these ads and blogs.
• Youth these days spend a lot of time on the internet.