Prepared by:Aanchal Bansal BBA (MOM)- IV sem 02011415109

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INTRODUCTION
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job . According to Flippo , Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for job in an organization.
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CHARACTERISTICS
The process of recruitment does not stop when it commences, it is a dynamic activity. The purpose of it is to provide an Organization with a pool of qualified candidates. Its specific purposes are as follows:
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To assist augment the success rate of selection process by reducing the numbers of obviously under-qualified and over-qualified applicants. To increase Organizational and individual effectiveness in the short and long term plans.

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IMPORTANCE
Attract and 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 organization. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Meet the organizations legal and social obligations regarding the composition of its workforce.

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PROCESS
It begins when HR Department receives requisition for recruitment from any department of the company. It contains details about the positions to be filled, number of persons to be recruited, the duties to be performed , qualifications required from the candidate and terms & conditions of the employment. Locating and developing the sources of required numbers and types of employees.

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Cont.
Identifying the prospective employees. Communicating the information about the organization, terms & conditions of the job. Encouraging the candidates to apply for jobs in the organization. Evaluating the effectiveness of recruitment process.
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SOURCES OF RECRUITMENT:-

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INTERNAL SOURCES
When the existing workforce available with in the organization is used to fill the vacancy, it is known as internal sources. The sources of internal recruitment are as follows:Transfer Promotion Assigning jobs to separated employees.

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MERITS OF INTERNAL SOURCES

Economical Time saving Training Motivator Effective use of surplus staff

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DEMERITS OF INTERNAL SOURCES

This method can only be applied in existing organization. The employees may not realize the importance of handwork as higher positions are offered to them without any struggle. It deprives the organization of fresh talent, ideas and latest technical know- how. It results in creating a vacancy to fill a vacancy unless the organization is over staffed. Personal biases of the management play an important role.
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EXTERNAL SOURCES
External sources of recruitment lie outside the organization. Educational and Training Institutions Casual Callers Gate Recruitment Labor Contactors and Agents Advertisement on television Similar Organization Personal Consultants
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MERITS OF EXTERNAL SOURCES

Fresh Talent Wide Choice Qualified Personnel Competitive Spirit

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DEMERITS OF EXTERNAL SOURCES

Costly Process Time Consuming Dissatisfaction among Existing Employees Need for Orientation

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