CHANAKYA NATIONAL LAW UNIVERSITY

PATNA

HUMAN RESOURCE MANAGEMENT &

ORGANISATIONAL BEHAVIOUR
A Rough Draft On
SOURCES OF RECRUITMENT AND EMPLOYMENT

Submitted To :- Prof. Dr. S.C. Roy

Submitted By :- Asad Zahidi
1821
Semester I
 INTRODUCTION

Recruitment and Selection is the process of identifying the need for a job defining the
requirements of the position and the job holder, advertising the position and choosing the
most appropriate person for the job. Retention means ensuring that once the best person has
been recruited, they stay with the business and are not poached by rival companies.

The Recruitment Sources in the recruitment process are the sources of candidates. Generally,
the HRM Function recognizes two main sources of candidates for the job positions: internal
and external sources of candidates.

The Internal Recruitment sources are very important, but they cannot be used to fill every
vacancy in the organization. It is very important to realize, that in many organization, the
internal recruitment is divided into two separate processes: internal recruitment and
promotions. The promotion is the move of the employee when the organization initiates the
whole process. The real internal recruitment is than a move of the employee initiated by the
employee him or herself.

The External Recruitment sources bring job candidates from the external environment using
different techniques. The oldest, but still pretty efficient is a newspaper job advertisement.
Many HRM Professionals do not believe in the power of the newspaper advertising, but for
many jobs it is still one of the best techniques with the best cost/income ratio.

HYPOTHESIS
According to the researcher, when the organization plans for the recruiting process, then the
first thing is to consider the required number of applicants that should be recruited. There are
possibilities that some applicants would not accept the job offers or many of them may not be
qualified enough, so it is the important to recruit higher number of applicants than expected
to hire. One method of ascertaining the required number of recruiting employees for every
job is through yield ratios. These ratios provide the relationship between the applicants that
stand at one step of the recruiting process & the quantity of applicants that would proceed to
the next step of the process.
 AIMS AND OBJECTIVES
The researchers prime aim is to present a detailed study of "SOURCES
OF RECRUITMENT AND EMPLOYMENT", through articles,
affirmations, decisions and suggestions.

The researcher aims to descriptively provide a critical overview of the

topics arising.

The main goal of this research is to understand the socio-economic

position in Indian and International context.

And also to know about evolution of related laws with changing spectra
of society.

RESEARCH QUESTIONS
1. What is the definition of recruitment and selection?

2. What is the process of recruitment and selection?

3. What do you mean by internal sources of recruitment?

4. What do you mean by external sources of recruitment?

5. What is meant by recruitment cycle?

6. What is the hiring process?

 RESEARCH METHODOLOGY
The researcher has used Doctrinal Method of research to complete the project which involves
primary and secondary sources of literature and insights.

TENTATIVE CHAPTERISATION
1. Introduction

2. Sources of Recruitment
a. Internal Sources
b. External Sources
3. Job Posting
4. Contacts and Referrals
5. Screening and Selection
6. Recruitment Process Outsourcing
7. Advertisement
8. Employment Agencies
9. Professional Associations
10. Bibliography

BIBLIOGRAPHY

BOOKS
1. Human Resource Management by Biswajeet Pattanayak
2. Human Resource Management by Shikha Taneja

WEBSITES
1. www.academia.edu

2. www.careerwaymark.com

3. www.businessdictionary.com