Recruitment: Definition, Constraints and

Challenges, Sources and Methods of

Recruitment, Recent trends and
Approaches to recruitment.

Selection: Definition and Process of

Selection.

Placement: Meaning,
Induction/Orientation, Internal Mobility,
Transfer, Promotion, Demotion and
Employee Separation..
A recruiting programme helps the firm
in atleast 4 ways
• Attract highly qualified and competent people
• Ensure that the selected candidates stay
longer with company
• Make sure that there is match between cost
and benefit
• Help the firm create more culturally diverse
workforce.
 Factors influencing Recruitment
EXTERNAL FACTORS INTERNAL FACTORS
• Supply and Demand • Recruitment policy
• Unemployment rate • HRP
• Labor market • Size of the firm
• Political legal • Cost
• Sons of Soil • Growth and expansion
• Image
 Internal recruitment
• Advertise the vacant position(Circulars/Intranet
advertisement/news mail)
• From temporary to permanent
• Employee referrals
• Appointment of promotion or transfers
• Retired employees as a part time.
• Dependent or relatives of deceased and disabled
employee
 METHODS OF RECRUITMENT

Recruitment methods refer to the

means by which an organization
reaches to the potential job seekers. ``
 Dunn and Stephen have
broadly classified methods of
recruitment into three
categories.
• 1. Direct Method

• 2. Indirect Methods

• 3. Third Party Methods.

 DIRECT METHODS
• Under this method is SCOUTING, MANNED EXHIBITS,
WAITING LISTS ARE USED
• 1.Scouting – where an company representatives may
be sent to educational and training institutions.

• 2. Manned exhibits- where representatives sent to

seminars and conventions where they can establish
their mobile offices to go to desired centres.

• 3. Waiting lists of candidates who have indicated their

interest in jobs in person through mail over phone
 INDIRECT METHODS
• Indirect methods include advertisements in news
papers, on the radio and television, in professional
journals, tech
• This method is useful when:
• (i) Organisation does not find suitable candidates to be
promoted to fill up the higher posts
• (ii) When the organisation wants to reach out to a vast
territory, and
• (iii) When organisation wants to fill up scientific,
professional and technical posts.
• nical magazines etc.
 THIRD PARTY METHODS
• These include the use of private employment
agencies, management consultants,
professional bodies/associations, employee
referral/recommendations, voluntary
organisations, trade unions, data banks,
labour contractors etc., to establish contact
with the job- seekers.
• Now, a question arises: which particular
method is to be used to recruit employees in
the organisation?