Edwin Flippo defined”Recruitment as the process of searching for prospective
employees and stimulating them to apply for jobs in the Organization.” Recruitment
involves estimating the available vacancies and making suitable arrangements for
their selection and appointment. In order to attract people for the jobs, the
Organization must communicate the position in such a way that job seekers respond.
To be cost effective, the recruitment process should attract qualified applicants and
provide enough information for unqualified persons to self-select themselves out.
Thus, the recruitment process begins when new recruits are sought and ends when
their applications are submitted. The result is a pool of applicants from which new
employees are selected.
The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes are to:
that the most suitable candidate can be selected out of the total candidates available.
Recruitment is positive as it aims at increasing the number of applicants and selection
is somewhat negative as it selects the suitable candidates in which the unsuitable
candidates are automatically eliminated. Though, the function of recruitment seems to
be easy, a number of factors make performance of recruitment a complex one.
employees and stimulating them to apply for jobs in the Organization.” Recruitment
involves estimating the available vacancies and making suitable arrangements for
their selection and appointment. In order to attract people for the jobs, the
Organization must communicate the position in such a way that job seekers respond.
To be cost effective, the recruitment process should attract qualified applicants and
provide enough information for unqualified persons to self-select themselves out.
Thus, the recruitment process begins when new recruits are sought and ends when
their applications are submitted. The result is a pool of applicants from which new
employees are selected.
The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes are to:
- Determine the present and future requirements of the Organization in
conjunction with its personnel-planning and job-analysis activities. - Increase the pool of job candidates at minimum cost.
- Help increase the success rate of the selection process by reducing the number
of visibly under qualified or overqualified job applicants. - Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time. - Begin identifying and preparing potential job applicants who will be appropriate
candidates. - Induct outsiders with a new perspective to lead the Company.
- Infuse fresh blood at all levels of the Organization
- Develop an Organizational culture that attracts competent people to the
Company. - Search for people whose skills fit the Company’s values.
- Devise methodologies for assessing psychological traits.
- Search for talent globally and not just within the Company.
- Design entry pay that competes on quality but not on quantum.
- Anticipate and find people for positions that do not exist yet.
- Increase Organizational and individual effectiveness in the short term and long
term. - Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
that the most suitable candidate can be selected out of the total candidates available.
Recruitment is positive as it aims at increasing the number of applicants and selection
is somewhat negative as it selects the suitable candidates in which the unsuitable
candidates are automatically eliminated. Though, the function of recruitment seems to
be easy, a number of factors make performance of recruitment a complex one.