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Before We Start…
It is assumed that after going through the earlier session
you are now able to:
 Explain Human Resource Planning and illustrate its
objectives and importance
 Describe the process of HRP in detail

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Session 5

Human Resource Management

 Topics to be covered in this session:

 Recruitment and Selection

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Session Learning Objectives…

At the end of this session you should be able to:

 Explain the concept of recruitment and illustrate its

functions
 State the various sources of candidates
 List and explain the various internal and external factors
effecting recruitment

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Recruitment and Selection

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Introduction
 Recruitment and selection aims to obtain at
minimum cost
 The number and
 Quality of employees required to satisfy the
HR needs of the firm

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Recruitment
Definition:

 According to Edwin B. Flippo, “Recruitment is

the process of searching for prospective
employees and stimulating them to apply for
jobs in the organization”
 One of the most important functions of HRM,
Recruiting is the discovering of potential
applicants for actual or anticipated
organizational vacancies

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Recruitment

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Recruitment
 Job descriptions and specifications provide the
basic information for
 Advertising
 Briefing agencies/recruitment consultants
 Assessing candidates

Source: www.ahead.ie

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Functions of Recruitment
 Increase the pool of job candidates at minimum
cost
 Increase the success rate of the selection process
by reducing the number of visibly under-
qualified or over-qualified job applicants
 Reduce the probability of applicants leaving the
organization after a short period of time

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Functions of Recruitment
 Meet the organization’s legal and social
obligations regarding the composition of its
workforce
 Identify and prepare potential job applicants
who will be appropriate candidates
 Increase organizational and individual
effectiveness in the short term and long term
 Evaluate the effectiveness of various recruiting
techniques and sources for all types of job
applicants

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Recruitment Strategy

Target
Companies

Diversity Online
Sources Communities

Recruitment
Strategy
Professional Colleges
Associations Alumni

Event Outplacement
Recruiting Firms

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Recruitment: Matching the Needs of Applicants and Organizations

Information Flow

Organization need
Internal
for high quality Applicants
employees

Environment:
Economic and Social,
Technological and Political

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Sources of candidates
 Advertising
 Educational institutes
 Employment exchange
 Employee referrals
 Internet
 Outsourcing to consultants or agencies
 Leasing
 Internal candidates
 Walk-ins

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Factors affecting recruiting

External factors:

 Image
 Supply & Demand
 Unemployment rate
 Labor market
 Political and legal considerations
 Social considerations

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Factors affecting recruiting

Internal factors:

 HRP
 Cost
 Size of the firm and the number of employees
 Growth and expansion plans of the organization
 Recruiting policy

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Recruitment policy
A good recruitment policy is based on:

 Organization’s objectives
 Identification of recruitment needs
 Preferred sources of recruitment
 Criteria for selection and preferences
 Cost of recruitment and other financial
implications

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Before We End…
Summing up what we have learned and are now able to
do:
 Explain the concept of recruitment and illustrate its
functions
 State the various sources of candidates
 List and explain the various internal and external factors
effecting recruitment

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THANK YOU…

All information, including graphical representations, etc provided in this presentation is for exclusive use of current GBS
students and faculty. No part of the document may be reproduced in any form or by any means, electronic or otherwise, without
written permission of the owner.

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