Introduction and meaning
The success or failure of any organization depends on the calibre of its most important asset; that is, its workforce. An organization cannot progress and prosper without the positive and productive contributions from its people. Therefore, organizations need to recruit people with the necessary skills, qualities, and expertise to perform their operations and accomplish their goals. In simple words, recruitment refers to searching and inviting applications from eligible job seekers. Recruitment is the first step in filling a vacancy within an organization. Recruitment is the generating of applicants for specific positions to be filled up in the organization. In other words, it is a process of searching for and obtaining applicants for jobs so that the right people in right number can be selected. The challenge however, is not just hiring the right people, but also hiring them before the competitor does. An ideal recruitment plan is the one that attracts a relatively large number of qualified and competent applicants.
Attracting individuals on a timely basis
To have the right kind of people in right number at the right place
Attracting individuals with appropriate qualification
Encouraging individuals to apply for jobs with an organization
According to Bergmann and Taylor, “Recruitment is the process of locating, identifying, and attracting capable applicants”. According to Dale Yoder, “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working-force”. Flippo has defined recruitment as “a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”. Thus, recruitment can be easily defined as the process of searching for and securing applicants for the various job positions which arise from time to time in the organization. Factors affecting recruitment
All organizations, whether large or small, do engage in recruiting activity, though not to the same extent. . The recruitment function of the organisations is affected and governed by a mix of various internal and external forces.There are a number of factors that affect recruitment. These can be broadly classified into two categories:Internal factors and External factors. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. Internal factors
1. Size of the organization: The size of an organization affects the recruitment process. Experience suggests that larger organizations find recruitment less problematic than organizations which are smaller in size. 2. Recruiting policy: The recruiting policy of an organization, i.e., recruiting from internal sources (from own employees) and from external sources (from outside the organization) also affects the recruitment process. Generally, recruiting through internal sourcing is preferred, because own employees know the organization and they can well fit into the organization’s culture. 3. Image of the organization: Image of organization is another internal factor having its influence on the recruitment process of the organization. Good image of the organization earned by a number of overt and covert actions by the management helps attract potential and competent candidates. Managerial actions like good public relations, rendering public services like building roads, public hospitals, parks, schools, help earn goodwill for the organization. 4. Image of the job: Just as image of organization affects recruitment, so does the image of a job also. Better remuneration and working conditions are considered the characteristics of good image of a job. Besides,...
References: 1. Personnel Management (Text and Cases) by C.B. Mamoria&S.V. Gankar
(Page No. 185- 197)
2. Human Resource Management (Text and Cases) by S.S. Khanka
(Page No. 53-64)
3. Human Resource Management by Prof.P.K. Gupta
(Page No. 92,98-102)
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