4. 
It is a process of searching for prospective
employees . Organizational activities that
provide a pool of applicants for the purpose of
filling job openings.

5. Recruitment fulfills the following objectives
1. It reviews the list of objectives of the company and tries
to achieve them by promoting the company in the minds of
public.
2. It forecasts how many people will be required in the
company.
3. It enables the company to advertise itself and attract
talented people.

6. Companies can adopt different methods of
recruitment for selecting people in the company.
These methods are:

Internal sources

External sources

7. Internal sources of recruitment refer to obtaining people for job from
inside the company.
Advantages of internal recruitment
1.Internal methods are time saving.
2. This method is less expensive.
Disadvantages of internal recruitment
1. There is no opportunity to get new talent in this method.
2. The method involves selecting people from those available in the company
so there is limited scope for selection.

8. External sources of recruitment refer to methods of recruitment to
obtain people from outside the company.

Advantages of external recruitment
1. There is influx of new talent in the method.
2. The method encourages more and more competition.

Disadvantages of external recruitment
1. The method is costly because it involves recruitment cost,
training cost.
2. The method is time consuming.
3. The method reduces loyalty to the company.
selection,

9. The process through which an organization recruit
the best people is called recruitment process.

11. A job description sets out the purpose of a job, where the
job fits into the organization structure, the main
accountabilities and responsibilities of the job and the key
tasks to be performed.

13. The person specification is the key document in the
recruitment and selection process. It should be used for :
Identifying the minimum (essential) qualities necessary for
the job to be performed to an adequate standard.
Identifying the ideal (desirable) qualities for outstanding
performance in the post forming the basis of a job
advertisement.
Enabling prospective applicants to self-select by assessing
themselves against the requirements for the post

14. The process of choosing from a group of
applicants the individual best suited for a
particular position and for the organization is
called selection.
SELECTION TEST:
Any instrument used to make a decision about a
potential employee in selection test.

15. The process of selection is different in different companies however a
general procedure of selection can be framed, it includes :
Job analysis :
The very first step in the selection procedure is the job analysis. The HR department
prepares the job description and specification for the jobs which are vacant.
Advertisement :
Based on the information collected in step 1, the HR department prepares an
advertisement and publishes it in a leading news papers. The advertisement conveys
details about the last date for application, the address to which the application must be
sent etc.
Application form :
Application blank is the application form to be filled by the
for a job in the company.
candidate when he applies

16. Written test :
The applications which have been received are screened by
the HR department and those applications which are
incomplete are rejected. The other candidates are called for
the written test.
Interview :
Candidates who have successfully cleared the test are
called for an interview. The entire responsibility for
conducting the interview lies with the HR department i.e.
they look after the panel of interviewers, refreshments,
informing candidates etc..

17. There are further two types of interviews…

Structured interviews

Unstructured interviews:

18. Recruiting people who are wrong for the organization
means they are likely discontented, unlikely to give of their
best , and end up leaving voluntarily or involuntarily when
their unsuitability become evident.

19. RECRUITMENT
Searching for and attracting
applicants qualified to fill
vacant positions.
SELECTION
Analyzing the qualifications
of applicants and deciding
upon those who show the
most potential.

20. Most organizations keep at least minimum statistical information on their
recruitment and
hiring processes. You will want to evaluate the processes to ensure that it is costeffective,
timely and, most importantly, that you hired the right person! Some things to
think about:

Were your methods cost-effective?

Did you stay within budget?
Did your recruitment generate a large enough applicant pool to make a
good selection


decision?

Were your applicants qualified for the job?

How many applicants must you generate to get a good hire?

How long did it take to fill the position?

How long does it take for a new employee to “get up to speed?”

What about turnover? Do your new employees stay with the organization?