recruitment

Reception A company is known by the people it employs. In order to attract people with talents, skills and experience a company has to create a favourable impression on the applicants’ right from the stage of reception. Whoever meets the applicant initially should be tactful and able to...

Surveys and studies: Surveys may also be conducted to find out the suitability of a particular source for certain positions. For example, as pointed out previously, employee referral has emerged as popular way of hiring people in the Information Technology industry in recent times in India...

• Evaluation of Alternative Sources Companies have to evaluate the sources of recruiting carefully – looking at cost, time, flexibility, quality and other criteria – before earmarking funds for the recruitment process. They cannot afford to fill all their vacancies through a...

Advertisements:- These include advertisements in newspapers; trade, professional and technical journals; radio and television; etc. in recent times, this medium has become just as colourful, lively and imaginative as consumer advertising. The ads generally give a brief outline of the job...

• EXTERNAL (DIRECT) METHODS Campus Recruitment It is a method of recruiting by visiting and participating in college campuses and their placement centres. Here the recruiters visit reputed educational institutions such as IITs, IIMs, colleges and universities with a view to pick up job...

• INTERNAL METHODS: 1. Promotions and Transfers This is a method of filling vacancies from within through transfers and promotions. A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities...

Wide Choice: The organization has the freedom to select candidates from a large pool. Persons with requisite qualifications could be picked up. Infection of fresh blood: People with special skills and knowledge could be hired to stir up the existing employees and pave the way for innovative...

MERITS OF DECENTRALISED RECRUITMENT • The unit concerned concentrates only on those sources/places wherein normally gets the suitable candidates. As such the cost of recruitment would be relatively less. • The unit gets most suitable candidates as it is well aware of the...

MERITS OF CENTRALISED RECRUITMENT • Average cost of recruitment per candidate/unit should be relatively less due to economies of scale. • It would have more expertise available to it. • It can ensure broad uniformity among human resources of various units/zones in...

CENTRALISED V/s DECENTRALISED RECRUITMENT Recruitment practices vary from one organization to another. Some organizations like commercial banks resort to centralized recruitment while some organizations like the Indian Railway resort to decentralized recruitment practices. Personnel...

IMPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES Recruitment policies are mostly drawn from personnel policies of the organization. According to Dale Yodar and Paul D. Standohar, general personnel policies provide a wide variety of guidelines to be spelt out in recruitment policy...

RECRUITMENT POLICY Recruitment policy of any organization is derived from the personnel policy of the same organization. In other words the former is a part of the latter. However, recruitment policy by itself should take into consideration the government’s reservation policy, policy...

The following are the 2 important factors affecting Recruitment:- 1) INTERNAL FACTORS • Recruiting policy • Temporary and part-time employees • Recruitment of local citizens • Engagement of the company in HRP • Company’s size • Cost of...

SUB-SYSTEMS OF RECRUITMENT The recruitment process consists of the following four sub-functions:- • Finding out and developing the sources where the required number and kind of employees will be available. • Developing suitable techniques to attract the desirable...

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...

Recruitment is defined as, “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 workforce.” Edwin B. Flippo defined...

Recruitment: In LIC (India), the individuals who are 12th pass, who possess good communication skills or who represent an NGO are considered to be eligible candidates for becoming an agent. Training: After recruitment, the candidates are given training in matters like:  Communication...

Pls find attached a report on Recruitment and selection in insurance companies. May be useful.

THE RECRUITMENT POLICY The HUL specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified...

Recruitment refers to the process of screening and selecting people for a job in an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and...