Chapter - 3: Literature Review

Chapter - 3
LITERATURE REVIEW
Recruitment
It is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applicants are submitted. The result is a
pool of applicants from which new employees are selected. In simple terms, recruitment is
understood as the process of searching for and obtaining applicants for jobs, from among whom
the right people can be selected. A formal definition of recruitment is. Though, theoretically
recruitment process is said to end with the receipt of applications, in practice the activity extends
to the screening of applications so as to eliminate those who are not qualified for the job. The
recruitment industry has four main types of agencies employment agencies, recruitment websites
and job search engines, "headhunters" for executive and professional recruitment, and in-house
recruitment. The stages in recruitment include sourcing candidates by advertising or other
methods, and screening and selecting potential candidates using tests or interviews.
The general purpose of recruitment is to provide a pool of potentially qualified job
candidates, Specifically, the purposes are to:
1. Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the number of visibly,
underqualified job applicants.
4. Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
5. Meet the organisations legal and social obligations regarding the composition of its work
force.
6. Begin identifying and preparing potential job applicants who will be appropriate candidates.
7. Increase organizational and individual effectiveness in the short term and long term.
8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.
Recruitment represents the first contact that a company makes with potential employees.
It is through recruitment that many individuals will come to know a company, and eventually
decide whether they wish to work for it. A well-planned and well-managed recruiting effort will
result in high-quality applicants, whereas, a haphazard and piecemeal effort will result in
mediocre ones. High-quality employees cannot be selected when better candidates do not know
of job openings, are not intereseted in working for the company, and do not apply. The
recruitment process should inform qualified individuals about employment opportunities, create
a positive image of the company, provide enough information about the jobs so that applicants
can make comparisons with their qualifications and interests, and generate enthusiams among the
best candidates so that they will apply for the vacant positions. The negative consequences of a
poor recruitment process speak volumes about its role in an organization. The failure to generate
an adequate number of reasonably qualified applicants can prove costly in several ways. It can
greatly complicate the selection process and may result in lowering of selection standards. The
poor quality of selection means extra cost of training and supervision, Furthermore, when
recruitments fails to meet organizational needs for talent, a typical response is to raise entry-level
pay scales. This can distort traditional wage and salary relationships in the organization.,
resulting in avoidable consequences. 4 Thus, the effectiveness of the recruitment process can play
a major role in determining the resources that must be expended on other HR activities and their
ultimate success.
According to Edwin B. Flippo, Recruitment is the process of searching the candidates

for employment and stimulating them to apply for jobs in the organisation. Recruitment is the
activity that links the employers and the job seekers. A few definitions of recruitment are:
A process of finding and attracting capable applicants for employment. The process begins
when new recruits are sought and ends when their applications are submitted. The result is a
pool of applications from which new employees are selected.
It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organisation so that the management can select the right
candidate for the right job from this pool. The main objective of the recruitment process is to
expedite the selection process. Recruitment is a continuous process whereby the firm attempts to
develop a pool of qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates an
employee requisition for a specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS ARE OF THREE TYPES
PLANNED
i.e. the needs arising from changes in organization and retirement policy.
ANTICIPATED
Anticipated needs are those movements in personnel,

Chapter - 3: Literature Review

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According to Edwin B. Flippo, Recruitment is the process of searching the candidates

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