Recruitment in Human Resource Management
Meaning of Recruitment
Recruitment is the process of identifying, attracting and encouraging qualified people to
apply for job positions in an organization. It is one of the first steps in the staffing
function of Human Resource Management. The purpose of recruitment is to create a pool
of potential candidates from which the organization can select the most suitable
employee.
Objectives of Recruitment
To attract qualified candidates for job vacancies.
To build a pool of applicants for future organizational needs.
To ensure the right person is available for the right job.
To support organizational growth by hiring capable employees.
To reduce hiring time and cost through effective recruitment methods.
Importance of Recruitment
Recruitment helps organizations find skilled employees, improve productivity and
support business expansion. Proper recruitment ensures that the organization hires people
who have the necessary knowledge, skills and attitude to perform the job effectively.
Sources of Recruitment
Recruitment sources are generally divided into two categories: internal and external.
Internal Sources
1. Promotion – giving existing employees higher positions.
2. Transfer – shifting employees from one department to another.
3. Employee referrals – employees recommend candidates they know.
4. Re-employment – hiring former employees again.
External Sources
1. Job advertisements in newspapers and online platforms.
2. Campus recruitment from colleges and universities.
3. Employment agencies that help companies find candidates.
4. Walk-in interviews where candidates directly appear for interviews.
5. Online recruitment through job portals.
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, Factors Affecting Recruitment:
Generally, these factors are divided into two categories:
a) Internal Factors
b) External Factors
Internal Factors
Internal factors are those within the organization that influence recruitment decisions.
1. Recruitment Policy
Every organization has its own recruitment policy that guides the hiring process.
This policy decides:
Whether to recruit internally or externally
The qualifications required for jobs
The recruitment procedures
A clear policy helps maintain fairness and consistency in hiring.
2. Size of the Organization
The size of the company plays an important role in recruitment.
Large organizations usually recruit more employees regularly.
Small organizations may recruit less frequently because they have fewer job
vacancies.
Bigger companies often have separate HR departments for recruitment.
3. Organizational Growth and Expansion
When a company is expanding its business, opening new branches, or launching new
products, it requires more employees. Therefore, organizations experiencing rapid
growth usually conduct recruitment more frequently.
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Meaning of Recruitment
Recruitment is the process of identifying, attracting and encouraging qualified people to
apply for job positions in an organization. It is one of the first steps in the staffing
function of Human Resource Management. The purpose of recruitment is to create a pool
of potential candidates from which the organization can select the most suitable
employee.
Objectives of Recruitment
To attract qualified candidates for job vacancies.
To build a pool of applicants for future organizational needs.
To ensure the right person is available for the right job.
To support organizational growth by hiring capable employees.
To reduce hiring time and cost through effective recruitment methods.
Importance of Recruitment
Recruitment helps organizations find skilled employees, improve productivity and
support business expansion. Proper recruitment ensures that the organization hires people
who have the necessary knowledge, skills and attitude to perform the job effectively.
Sources of Recruitment
Recruitment sources are generally divided into two categories: internal and external.
Internal Sources
1. Promotion – giving existing employees higher positions.
2. Transfer – shifting employees from one department to another.
3. Employee referrals – employees recommend candidates they know.
4. Re-employment – hiring former employees again.
External Sources
1. Job advertisements in newspapers and online platforms.
2. Campus recruitment from colleges and universities.
3. Employment agencies that help companies find candidates.
4. Walk-in interviews where candidates directly appear for interviews.
5. Online recruitment through job portals.
1
, Factors Affecting Recruitment:
Generally, these factors are divided into two categories:
a) Internal Factors
b) External Factors
Internal Factors
Internal factors are those within the organization that influence recruitment decisions.
1. Recruitment Policy
Every organization has its own recruitment policy that guides the hiring process.
This policy decides:
Whether to recruit internally or externally
The qualifications required for jobs
The recruitment procedures
A clear policy helps maintain fairness and consistency in hiring.
2. Size of the Organization
The size of the company plays an important role in recruitment.
Large organizations usually recruit more employees regularly.
Small organizations may recruit less frequently because they have fewer job
vacancies.
Bigger companies often have separate HR departments for recruitment.
3. Organizational Growth and Expansion
When a company is expanding its business, opening new branches, or launching new
products, it requires more employees. Therefore, organizations experiencing rapid
growth usually conduct recruitment more frequently.
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