Recruitment Overview...

Recruitment 

Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. The function of recruitment is two fold:-

1) to discover the sources of men power to match job requirements and specifications.

2) to attract n educate number of prospective employees to permit meaningful selection of the required personal.

     Recruitment AIIMS at securing as many qualified applications for job as possible so as to decrease the hiring searching sources for applicants may be internal and external.

                 

                 

Internal Sources.

The internal sources of recruitment include personal already in an organisation. Recruitment from internal sources so as to fill up vacancies by transfer, promotion or re-hiring previous employees.

Advantages of internal sources are:-

1) selection and placement of existing employees are simple and economical.

2) the employer is in a better position to appraise the skill and capability of present employees accurately.

3) it improves employee moral as internal promotion provide opportunities for advancement.

4) it promotes loyalty among the employees.

5) persons already employed can be easily inducted and trained for new jobs.

Internal Sources suffers from certain drawbacks.

a) it places is very heavy responsibility on management of systematic evaluation of the employees past performance.

b) promotion purely based on merit sometimes lead to employee unrest and adversely affect moral.

c) for new jobs the educate number of applicants may not be available so as to ensure fair selection.

d)Past sincerity and ability of the employee do not guarantee that they will be actually competent and loyal in performing the future responsibilities it is therefore

 necessary to evolve some goods and objective system of employees merit evaluation and rating.

    

        

External Sources..

The sources lie outside the organisation and usually include.

I   Person introduces and recommended by present and former employees or trade unions.

II. Employment exchanges and private employment agencies.

III. Open advertisements.

IV.   Educational technical and professional institutions

V.    Contractors and jobers.

VI.    Get hiring of unskilled workers  who   itself comes to organisation.

VII.   Casual applicants.

VIII. Temporary or badly workers.

Encouraging present employees to recommend candidates for employment helps management both in finding suitable candidates and in maintaining Goodwill among employees but this may also encourage family colleagues and inner circle of close friends in general external recruitment through open advertisement provides a wide scope for selection from among large number of candidates with requisite skill and competents. It proves to be most useful for filling up managerial positions requiring technical and professional qualifications.