RECRUITMENT-AN OVERVIEW:

Recruitment and selection is one of the important functions of HRM. Both these terms are often used interchangeably but are quite different from each other.  Recruitment is a positive process that involves attracting more and more people to apply for the job whereas selection involves choosing the most suitable candidate for the various jobs.

So, Recruitment is defined as a process of searching for the employees required for job and stimulating them to apply for the job.

PROCESS OF RECRUITMENT:

Process of recruitment passes through the following stages:

  1. Finding out the sources of recruitment
  2. Developing techniques to attract the suitable candidates
  3. Employing of the techniques
  4. Encourage more people to apply for the job. 

SOURCES OF RECRUITMENT:

Recruitment process basically acts as a link between the person seeking for the job and the business providing jobs. When more and more people apply for the job, there will be a chance of getting better or suitable person selected for the job. Recruitment can be done through the following 2 sources:

INTERNALS SOURCES:

In this, recruitment is done from employees already working in the organization. The employees already working are sometimes more suitable for certain higher jobs than those from the outside. It basically involves the following merits:

  • It will boost the morale of employees and urge them to perform better.
  • Internal recruitment will allow the management to properly evaluate the person through past records before considering them for higher job.
  • The methods saves a lot of money to be spent on selection and training of employees.
  • Employees feel themselves as a part and parcel of enterprise.

EXTERNAL SOURCES:

An enterprise uses external sources of recruitment when the employees present in the organization are not suitable or when more persons are needed for expansion and diversification process. It involves the following merits:

  • The method may prove economical by selecting skillful candidates requires very less training.
  • It will bring new ideas and thinking in the organization and keep it in a competitive position.
  • It will provide a wide choice of selection to the management.

 

CONSTRAINT ON RECRUITMENT:

An enterprise can face a certain difficulties in recruiting suitable candidates for the job. Some of these constraints are:

  1. GOVERNMENTAL POLICIES:

Governmental policies regarding reservation of some jobs to weaker section of society or recruitment through specific governmental exchanges may restrict the choice of management.

  1. PUBLIC IMAGE:

An image formed in the eyes of public about an enterprise has a great role in recruitment process. An enterprise with good public image will attract more people to the job as compared to the enterprise with a bad image.

  1. JOB REQUIREMENT:

A job that is bit tricky or hazardous provides less chances of growth and lower salary will ultimately attract few people.

  1. INTERNAL ORGANIZATIONAL POLICY:

Internal policy of management may sometimes act a constraint in the recruitment process. An internal policy of external recruitment for the persons required for higher job will discourage people to apply in that enterprise.

 

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