Recruitment After having determined the number and kind of personel required, the HR manager proceeds with the identification of sources of recruitment and finding suitable candidate for employment.The process of identification of sources of personnel is known as recruitment. Acc. To Edwin B.flippo,'Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation.'A linking activity that brings together those offering jobs and those seeking jobs. Sources of recruitment: 1. Internal 2. External Source of recruitment Internal External - Transfer - Recruitment at factory gates - Promotions - Casual Callers - Advertisements - Employment agencies - Management Consultants - Educational Institutions - Labour Contractors Before an organisation actively begins to recruit applicants, it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources while most try to tackle the existing source they have. These sources, accordingly, termed as internal and external. 1.Internal Sources Internal sources are the most obvious sources. These include personnel already on the pay-roll of an organisation. Whenever any vacancy occurs, somebody from within the organisation is upgraded, transferred, promoted or sometimes demoted. This source is used by many organisations; but surprisingly large number ignore this source, especially for middle management jobs. In other words, this source is the lode that is rarely mined. It is not only reasonable but wise to use this source, if the vacancies to be filled are with in the capacity of the present employees. Merits of Internal Sources: 1. Improve Morale: The internal source of recruitment will boost morale of the employees. They are assured of higher positions whenever vacancies arise. Existing employees are given preferences over the outsiders. 2. Better Evaluation: The employer is in a better position to evaluate those presently employed than outside candidates. This is because the company maintains a record of the progress, experience and service of its employees. 3. Promotes Loyalty: it promotes loyalty among the employees, for it gives them a sense of job security and opportunities for advancement. 4. Motivation Techniques: Internal source can be used to motivate employees. Since there is a scope for promotions and higher responsibility jobs, employees will try to put in their best efforts. 5. Stability of Employees: internal source of recruitment ensures stability of employees. Since the organisation provides better opportunist to suitable employees, they will like to stay with the enterprise. Demerits of internal sources: 1.Internal sources often leads to inbreeding and discourages new blood from entering into an organisation. 2.There are possibilities that internal source may dry up it may be difficult to find the requisite personnel from with in the organisation. 3.Since the learner does not know more than the trainer, no innovations worth the name can be made. Therefore, on jobs which require original thinking, this practice is not followed. 4.The likes and dislikes and the personal biases of management may also play an important role in the selection of personnel. 2.External Sources: Every organisation has to use sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken. These sources lie outside the organisation. They usually include: (i) New entrants to the labour force, i.e. Young mostly inexperienced potential employees- the college students. (ii) The unemployed- with a wide range of skills and abilities. (iii) Retired experienced persons such as mechanics, machinists, welders, accountants. (iv) Other not in the labour force, such as married women and persons from minority groups. Merits of External Sources: 1.Qualified personnel can be selected. 2.Fresh talent can be introduced in the organisation 3.Competitive Spirit is induced. Demerits of external sources: 1.Dissatisfaction amongst the existing employees. 2.Lengthy procedure. 3.Costly process. 4.Uncertain response. Recent trends in recruitment 1.Outsourcing: A company may draw the required persond from outsourcing firms or agencies on commission basis rather than offereing them direct employment.Several outsourcing companies have come up which supply human resources of various categories to their clients.The HR so deputed will report back to the outsourcing agency after their assignment is over. 2.Poaching or raiding: Poaching means employing a competent and experienced person already working with another reputed company which might be a rival in the industry.A company can attract talent from another firm by offering attractive pay package and other terms and conditions. 3.Website or E-recruitment: (i) Low cost of recruitment per candidate. (ii)Reduction in time for recruitment. (iii) Recruitment of right kind of people. (iv) Efficiency in the process of recruitment.