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Section 1 Definition of Recruitment Short Description about Recruitment Process Section 2 Definition of Internal Sources and External Sources of Recruitment Section 3 Distinguish Between Internal Sourse and External Source of Recrutment

What is Recruitment ?
Below are few definitions of Recruitment Recruitmentis the process of searching for prospective employees and stimulating to apply for jobs in the organization. Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing the sources of manpower to meet the requirements of the staffing schedule and employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective working force. Recruitment is the process of finding and attracting capable applicants for employment. The result is a pool of applicants from which new employees are selected .

Recruitment Process
The Recruitment Process includes :1] Manpower Resource Planning Considering Job-Analysis Feedback 2] Specification of Job Requirements & Identification of Vacancies 3] Developing Employee Profile and Selection of Recruitment Method & sources

Internal & External Sources of Recruitment

The recruitment source (or the recruitment channel) selection is a process step, which is mainly about the combination of the speed and the cost of the selection of the new employee. The main issue for the HR Recruiter is about the choice between the internal and external recruitment

Internal Sources of Recruitment

The internal recruitment gives the opportunity to the employees of the organization, but it is not suitable for all the job vacancies. The external recruitment is expensive, takes usually longer time and the new employee does not know the organization and the learning curve is less steep. The internal recruitment is an excellent tool for the job vacancies, where the know how is available in the organization and it allows to use the human capital efficiently as the employees move to the job positions, where their value added for the organization is maximized.

Types of Internal Recruitment 1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such peoplesave time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures. 5. The dependents and relatives of Deceased employees and Disabled employeesare also done by many companies so that the members of the family do not become dependent on the mercy of others.

External Sources of Recruitment

The external recruitment is suitable for the job position, where the organization needs to enhance its know how for the external experience and for the job vacancies, which are confidential and they cannot be announced internally to employees. In practice, the external recruitment is used more as the organization needs also stability and the employees cannot jump from the job position to another after several months. The organization usually guarantee some stability to managers and they ask the employees to stay on the current job position for at least 18 months before applying for a new job opportunity inside the organization

Types of External Recruitment 1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. Theseagencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs. 6. UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation. 7. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 8. RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

The HR Recruiter has to communicate with the managers and the HR Front Office to identify the opportunities to hire the new employee internally and the HR Front Office can help to identify the suitable employees for the new vacancy. Generally, the internal recruitment is an excellent recruitment tool, when the department enhances its processes and services provided to the other units in the organization or to the external customers. The external recruitment should be used, when the organization wants to enter a new field of the business and it needs to gain an expertise and know how quickly.

Internal Sources Advantages Rewards good work of current employees Is cost-effevtive Improves morale Can access known past performance Can result in succession of Promotion External Sources
Advantages Brings new ideas/talent into the organisation Helps organisation get needed competencies Provides cross-industry insights May reduce Training cost(experienced hired) Helps organisation meet equal employment opportunity/affirmative action goals

Internal Sources
Disadvantages Can produce organizational inbreeding; candidates may have limited perspective Places heavy burden on traning and development May cause political infighting for promotions

External Sources
Disadvantages May results in misplacements Incerase recruitment costs May cause morale problems for internal candidates Require longer orientation or adjustment time