8 Session 8: Recruitment

Learning Objectives

After completing this session, you will be able to:

  • define recruitment and discuss factors affecting recruitment.
  • describe sources of recruitment.
  1. What is?

It is the process of actively seeking out, finding and hiring candidates for a specific position or job. The recruitment definition includes the entire hiring process from inception to the individual recruit’s integration to the company. Recruitment is a positive process of searching for prospective employees and stimulating them to apply for the jobs in the organisation. When more persons apply for jobs then there will be a scope for recruiting better persons. Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In simple words, the term recruitment refers to discovering the source from where potential employees may be selected.

It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired.

  1. Factors affecting recruitment

Recruitment plans of an organization can be affected by internal and external happenings. Internal factors include:

  • Size of the organization
  • Recruitment policy
  • Image of the organization
  • Image of the Job

External factors include:

  • Economic cycle
  • Demographic factors
  • Labor laws
  • Legal Considerations

A) Internal factors:

1) Size of the Organization. The size of an organisation affects the recruitment process. Larger organizations are stabled and experi­ence suggests that larger organisations find recruitment less problematic than organisations with smaller in size.

2) Recruitment policy also affects the recruitment, organizations which do not want to lose control usually prefer internal recruitment. Generally, recruiting through internal sourcing is preferred, because own em­ployees know the organisation and they can well fit into the organisation’s culture. Organizations which prefer new ideas and new blood they prefer external recruitment

3) Image of the organization: the brand of the organization also affects the recruitment, organizations which enjoy a good corporate brand in the market usually have a pipeline ready. A positive image helps an organization to identify and recruit skilled and talented candidates.

4) Image of the job: jobs which have better working conditions and remuneration package attract more candidates. Promotion and career advancement opportunities also have a positive impact on recruitment policy.

B) External Factors

Demographic factors: demographic status of a region, country also affects recruitment plans. The age, education, income, gender etc. have a major impact on recruitment plans.

Labour Market: The availability of skills-demand and supply of engineers, graduates, post graduates etc influence recruitment plans. If demand of a skill is more than supply then filling that vacancy could be quite challenged like cloud computing, block chain. Artificial Intelligence etc.

Economic Cycle: whether the country is going through recession or boom also influences number of vacancies. During recession unemployment rate is higher and the employer can select candidates at a lesser package and vice versa in case of boom.

Labour Laws: the employment laws also impact recruitment. There are several labour laws and regulations passed by the Central and State Governments that govern different types of employment. These cover working conditions, compen­sation, retirement benefits, and safety and health of employees in industrial undertakings.

  1. Sources of recruitment

Sources refer to places from where candidates can be attracted. The sources can be categorized into internal and external sources. When an organization reaches out to candidate outside the organization those sources are called external sources. When an organization reaches to its own employees it is referred to as internal sources. The internal sources refer to sources from within the company:

Promotions: When a vacancy arises at a higher level, qualified and experienced employee from within the company can be promoted at the higher level. For instance, an understudy candidate may be promoted to the post of his superior who has retired or promoted or transferred.

Transfers: The vacancy can also be filled through internal transfers. An existing executive who is experienced and capable of handling the duties in the new department can be transferred.

Employee Referrals: The existing employees refer their friends/known candidates to apply in the organization. The benefit of employee referral is known background, as the image of the employee is at stake, its more likely to attract a positive candidate.

Internal Job board: The company may also display on its notice boards or inform the departmental head of a vacancy at executive levels. Accordingly, interested candidates may apply for the position.

External sources refer to sources from outside the company, they include:

Advertisement: Print/TV: This is one of the most popular sources of recruitment. Advertisement of the vacancy can be inserted in newspapers, or business magazines. The ads can also be placed on the job related web-sites on the internet. It gives publicity to the vacant posts and the details about the job in the form of jand job specification are made available to public in general.

Campus Placements: Recruitment of managerial and supervisory role (technical and professional) is widely attempted through notifications and interviews in the professional, management, and technical institutes, universities, and other technical and management institutes. This has been popularly termed as ‘campus recruitment/campus placements.

Executive search firms: also known as head hunters, specialize in the recruitment of technical, professional, and managerial personnel. Such firms maintain database of candidate with their qualifications, skills, and experience, and recommend them to their client organizations.


E-recruiting is the use of internet for attracting, recruiting, and retaining job seekers and employees.  Also known as to as Internet recruiting, virtual recruiting, online recruitment, and E-recruitment.

Social Media. Social recruiting continues to grow, so does the use of social media to engage candidates and candidate prospects using social media. Tools like FaceBook, LinkedIn, Instagram provide information about job vacancy and also the skill set of a candidate.

Job Aggregators: These can be used to source candidates through resume mining or by posting open position on the job board.  The E-recruiting industry includes both large job boards like Monster, Naukri, Indeed, CareerBuilder as well as smaller niche job boards and job board aggregator sites.


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