Employee Hiring: Nature of Recruitment, Sources of Recruitment

Employee Hiring

Hiring employees is a process crucial to the success of a business, and as most successful small business owners know, the hiring process does not begin with the interview and end with the job offer. Rather, it involves planning and considering the job prior to an interview, recruiting and interviewing wisely to bring in the right person, and providing new workers with an orientation that enables them to get off to a strong start with the company.


Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization. It is a core function of Human Resource Management.

Recruitment is the process of choosing the right person for the right position and at the right time. Recruitment also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.

Nature of Recruitment

  1. Determine the present and future requirements of the organization on conjunction with its personnel planning and job analysis activities.
  2. Increase the pool of job candidates at minimum cost.
  3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.
  4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.
  5. Meet the organization’s legal and social obligations regarding the composition of its work force.
  6. Begin identifying and preparing potential job applicants who will be appropriate candidates.
  7. Increase organizational and individual effectiveness in the short term and long term.
  8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Sources of Recruitment

The eligible and suitable candidates required for a particular job are available through various sources. These sources can be divided into two categories, as shown in Figure 5.5.

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  1. Internal Sources of Recruitment

(a) Promotions

The promotion policy is followed as a motivational technique for the employees who work hard and show good performance. Promotion results in enhancements in pay, position, responsibility and authority. The important requirement for implementation of the promotion policy is that the terms, condi­tions, rules and regulations should be well-defined.

(b) Retirements

The retired employees may be given the extension in their service in case of non­-availability of suitable candidates for the post.

(c) Former employees

Former employees who had performed well during their tenure may be called back, and higher wages and incentives can be paid to them.

(d) Transfer

Employees may be transferred from one department to another wherever the post becomes vacant.

(e) Internal advertisement

The existing employees may be interested in taking up the vacant jobs. As they are working in the company since long time, they know about the specification

and description of the vacant job. For their benefit, the advertisement within the company is circulated so that the employees will be intimated.

Benefits of Internal Sources of Recruitment

(i) The existing employees get motivated.

(ii) Cost is saved as there is no need to give advertisements about the vacancy.

(iii) It builds loyalty among employees towards the organization.

(iv) Training cost is saved as the employees already know about the nature of job to be performed.

(v) It is a reliable and easy process.

  1. External Sources of Recruitment

(a) Press advertisement

A wide choice for selecting the appropriate candidate for the post is avail­able through this source. It gives publicity to the vacant posts and the details about the job in the form of job description and job specification are made available to public in general.

(b) Campus interviews

It is the best possible method for companies to select students from various educational institutions. It is easy and economical. The company officials personally visit various institutes and select students eligible for a particular post through interviews. Students get a good opportunity to prove themselves and get selected for a good job.

(c) Placement agencies

A databank of candidates is sent to organizations for their selection purpose and agencies get commission in return.

(d) Employment exchange

People register themselves with government employment exchanges with their personal details. According to the needs and request of the organization, the candidates are sent for interviews.

(e) Walk in interviews

These interviews are declared by companies on the specific day and time and conducted for selection.

(f) E-recruitment

Various sites such as jobs.com, naukri.com, and monster.com are the available electronic sites on which candidates upload their resume and seek the jobs.

(g) Competitors

By offering better terms and conditions of service, the human resource managers try to get the employees working in the competitor’s organization.

Benefits of External Sources of Recruitment

(i) New talents get the opportunity.

(ii) The best selection is possible as a large number of candidates apply for the job.

(iii) In case of unavailability of suitable candidates within the organization, it is better to select them from outside sources.

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