RECRUITMENT

PROCESS
AND
SOURCES
TANU GAUTAM
MBA I SEM
15D009

RECRUITMENT

PROCESS

Recruitment process a systematic

procedure from sourcing and the
candidates to arranging and
conducting interviews and requires
many resources and time.

THE GENERAL RECRUITMENT

PROCESS IS AS FOLLOWS:
1.
2.

3.
4.
5.
6.
7.

Identify vacancy
Prepare job description and
personnel specification
Advertising the vacancy
Managing the response
Short listing
Arrange interviews
Conducting interviews and
decision making

IDENTIFY THE VACANCY

The recruitment process begins with the human
resource department receiving requisition for
recruitment from any department of the company.
The step contains:

Posts to be filled
Number persons required
Duties to be performed
Qualifications required

PREPARING THE JOB

DESCRIPTION AND
PERSON SPECIFICATION
Here the tasks and attributes
required from the employees to
perform the tasks successfully are
determined.

PREPARING THE JOB

DESCRIPTION AND PERSON
SPECIFICATION
JOB DESCRIPTION
Job title
Department
Responsible to
Relationships
Purpose/objectives of the
job
Specific duties and
responsibilities
Physical and economical
condition

PERSONNEL
SPECIFICATION

Physical characteristics
Attainments
General intelligence
Specific aptitude
Interests
Circumstances

LOCATING AND DEVELOPING

THE SOURCES OF EMPLOYEES
Every organisation has the option of choosing the
candidate for its recruitment processes from two
kind of sources:
Internal sources
External sources
The sources within the organisation itself to
fill a position are known as the internal sources
of recruitment.
Recruitment of candidates from all the other
sources is known as external recruitment.

SHORT-LISTING
It is an exercise that seek to identify a manageable size of
applicants who are best suited to fill the position successfully
from whose ranks the most suitable candidates are to be
selected.
The principles that apply to the screening process are:
A fair set of short listing criteria applies.
Applicant should be clear on the criteria that apply.
The criteria applies to all applicants in a consistent manner.
The various activities of the short listing process should be
documented and put on record.
Benefits of short listing:
It provides the objectivity and openness.
It provides responsible and accountable actions.
It provides easy monitoring and control.
It provides for instant record keeping.

ARRANGING THE
INTERVIEW WITH THE
SELECTED CANDIDATES
Here the arrangements regarding
the interview is done.

CONDUCTING THE
INTERVIEW AND DECISION
The recruitmentMAKING
process is immediately
followed by the selection process i.e. the
final interview, the decision making
conveying the decision and the
appiontment formalities.

INTERNAL SOURCES

Promotion from within

Transfer
Job rotation
Rehires and recall

ADVANTAGES INTERNAL
RECRUITING
Improves morale
of promoted employees

Improves morale of other staff members

Managers can better assess the abilities of internal
recruits
Successions help reinforce a companys internal
career ladder
Lower costs than external recruiting, a faster
process
Reduces training costs
Cultural control
Development of people through transfers

ISSUES IN INTERNAL
RECRUITMENT
Limited pool of candidates.
Availability of suitable persons is less.
Filling a gap in one department may
create a more critical gap in another.

EXTERNAL SOURCES
Employee referrals
Walk-ins
Placement agencies
Advertising in news papers and magazines
Professional associations
Educational associations
E- Recruitment
Hiring fairs
Radio and tv

IMPLEMENTING EXTERNAL
RECRUITING
Friends/relatives of current
employees
Networking

ADVANTAGES OF
EXTERNAL RECRUITMENTS
Bring new talent ,new ideas into
company.
Enables recruiter to find out competing
companies.
Avoid politics of internal recruiting.
Reinforces positive aspects of a
company.
Serves as a form of advertising.

ISSUES IN EXTERNAL
RECRUITING
Difficult to find a good fit with
companys culture.
May create morale problems if no
opportunities for current staff.
Orientation takes longer .
Lower productivity in short run.
Conflict with internal and external
recruits.

THANK YOU