Meaning of Recruitment-:: (A) Direct Methods

Recruitment, Selection and Training
MEANING OF RECRUITMENT-:
Recruitment is the process of searching for and
identifying the prospective employees and
encouraging them to apply for
jobs in the enterprise. It is the
process of discovering and
attracting capable applicants for
vacant jobs lying in an
organisation.
METHODS AND SOURCES OF RECRUITMENT
(A) Direct Methods:-

1. Field Recruitment: In this method,
representatives of a company visit
management and technical institutes.
They take on-the-spot tests and
interviews and short-list candidates for
appointment.
2. Walk-in Interviews: Candidates
seeking jobs are informed of the
time and place where interviews
are to be held. Candidates come
to the place of interview along
with their resume and certificates.
On-the spot interviews are held and selection is made.
3. Tele Recruitment: Under this method,
a list of potential candidates is
prepared from the directories of
professional associations, etc. Phone
calls are made to the candidates.
4. Posters and Billboards: An
organisation may put up posters and instal billboards
outside its offices, and at public places in the city to
inform candidates about job vacancies.
(B) Indirect Methods:-

Indirect methods of recruitment involve the use of a
third party which serves as a link between job-seekers
and employers.
(a) advertisements in newspapers, magazines and
journals and on TV;
(b) public employment exchanges;
(c) professional search firms or placement agencies;
(d) professional associations and trade unions.
Internal Sources of Recruitment-:

Internal sources of recruitment mean
employees already working in the
organisation. The sources of internal recruitment are
as follows:
1. Transfers:- A transfer means shifting
of an employee from one place to
another without any change in rank,
responsibility and remuneration. It is a horizontal
movement of the employee.
2. Promotions:- Promotion means shifting an employee
from a lower post to a higher post. It
leads to increase in the pay, status and
responsibility of the employee. A
promotion involves a vertical
movement or advancement of an
employee.
3. Demotions:- An employee who is unable to
perform his duties properly may be shifted
to a lower post.
4. Ex-Employees:- The retired employees of the
organisation may be recruited for a
temporary period to meet abnormally
high rush of work in an organisation.
Merits:
1. Employee Morale: Promotion of employees from
within the organisation helps to boost the motivation
and morale of employees.
2. Economical: Internal recruitment is economical. The
cost incurred in advertising agencies and screening
candidates is avoided. No outside references are
required.
3. Familiarity: The employees are already aware of the
policies, rules and working conditions of the
enterprise. They need not waste their time and energy
in learning them.
4. Experienced Staff: Employees who are transferred
and promoted are already experienced.
Demerits:
1. Limited Choice: Internal recruitment restricts the
choice of management.
2. Inbreeding: When all higher-level vacancies are filled
in by promoting present employees, new ideas and
fresh thinking may not enter the organisation.
3. Inefficiency: If inefficient employees use their
influence to get promotions or promotions are made
without considering merit, efficiency of the
organisation may suffer.
4. Incomplete Source: Internal recruitment cannot meet
all job vacancies in the organisation.
External Sources of
Recruitment:
1. Advertisements:
Advertisements in
newspapers and journals are the most widely used
method of attracting candidates for all types of jobs.
2. Employment Exchanges: Employment exchanges run
by the Government are another external source of
recruitment. Anyone seeking employment can get
himself registered with the employment exchange.
3. Placement Agencies: Private employment agencies
can be engaged for recruiting staff. These agencies
advertise the vacancies, receive applications, conduct
interviews and short-list candidates on behalf of
employers.
4. Educational Institutions: Brilliant students are
spotted during the course of their studies. This source
is also known as campus recruitment. It is suitable for
recruiting engineers, computer experts and managers.
5. Gate Hiring: Small firms make recruitment at the
factory gate. Workers gather at the factory gate after
reading the notice of vacancies.
6. Unsolicited Applicants: Persons in search of
employment visit offices of companies. They carry
their resume and certificates. When jobs suitable for
them are available they may be contacted and
considered for employment. Unsolicited applicants are
also known as casual callers.
7. Recommendations: Applicants introduced by friends
and relatives can be a source of recruitment.
8. Jobbers and Contractors: It is quite common to
engage contractors for the supply of labour. When
workers are to be hired at a short notice and without
going through the usual selection procedure. They are
a good source of unskilled labour.
Merits:
1. Wide Choice: External sources offer a wider choice
in the selection of candidates because a large number
of persons apply for jobs.
2. Fresh Outlook: Recruitment of personnel from
outside brings in new ideas and fresh thinking.
3. Complete source: External sources provide complete
staff or all types of jobs.
Demerits:
1. Demoralisation: When higher positions in an
organisation are filled with persons from outside, the
existing employees feel frustrated and there is heart
burning among them. They feel unwanted and may not
cooperate with the new employees.
2. Expensive: Recruitment of personnel from outside
involves expenditure on advertising vacancies.
3. Danger of Maladjustment: The new employee may
not be able to adjust in the new environment. He may
leave the organisation on his own or may have to be
shunted out by the management. This will involve
additional expenditure on finding out his replacement.
MEANING OF SELECTION:-
Selection means the process
of judging the suitability of
applicants. Selection is said
to be a negative process
because the number of
candidates rejected is much higher than that of
selected persons.
IMPORTANCE OF EMPLOYEE SELECTION
Selection of employees
involves comparison between
job requirements and
qualifications of candidates.
Proper employee selection
offers the following benefits:
(a) It helps to improve
efficiency and profitability by choosing a qualified
person for every job.
(b) It ensures job satisfaction to employees by
matching the candidates with the job.
(c) It helps to minimise labour turnover and
absenteeism.
(d) It facilitates higher quantity and quality of
performance.
METHODS AND PROCEDURES OF SELECTION

1. Preliminary Interview:
Preliminary interview is the first
occasion when candidates come
into contact with the company's
officials.
2. Application Form: The application form provides a
written record of the name, address, age,
qualifications, work experience, etc., of a candidate.
3. Employments Tests: Tests are based on the
assumption that work behaviour of a person can be
predicted by sampling it.
4. Selection Interview: Interview serves as a means of
checking the information obtained through application
form and tests.
5. Checking References: Candidates are generally
required to give names and addresses of two or three
persons from whom information about the candidate
may be obtained.
6. Medical Examination: Medical examination should
record a complete medical history, current physical
capabilities and nature of disabilities, if any.
7. Final Approval: Candidates are appointed on
probation of one or two years. After the candidates are
selected for the job, they are assigned specific jobs
and work places. This process of assigning specific
work/jobs to new employees is called placement.
Interviews: Selection or
employment interview is a
formal conversation
between a candidate and
the employer to judge the
former's suitability for a
job. It is a face-to-face
encounter with the purpose
of assessing the facial
expression, postures, gestures and speaking skills of
candidates.
Types of interviews:
1. Structured or
Patterned Interview:
This interview is
systematically
planned in advance
and is conducted in a
pre-planned manner. The questions to be asked and
the time to be allowed to a candidate are decided in
advance.
2. Unstructured or Non-Directive Interview: This

interview is not planned in advance. The questions to
be asked and the expected reactions are not decided.
3. Group Interview: In this interview, a group of

candidates are interviewed at the same time. They are
given a problem for discussion and candidates
express their views on the problem.
4. Panel or Board Interview: In this type ofs interview,

the candidate is interviewed by a panel or board of
selectors. Different interviewers ask questions on
different topics.
5. Stress Interview: The purpose of this interview is to

see how candidates react to awkward questions and
difficult situations. The interviewer deliberately
adopts a hostile attitude by asking questions rapidly,
by criticising the candidate, etc.

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Recruitment, Selection and Training

METHODS AND SOURCES OF RECRUITMENT

(A) Direct Methods:-

(B) Indirect Methods:-

Internal Sources of Recruitment-:

METHODS AND PROCEDURES OF SELECTION

2. Unstructured or Non-Directive Interview: This

3. Group Interview: In this interview, a group of

4. Panel or Board Interview: In this type ofs interview,

5. Stress Interview: The purpose of this interview is to

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