Recruitment - External and Internal (7 Marks)

A. Meaning of Recruitment - 2 Marks

Edwin Flippo: “Recruitment is process of searching for prospective employees and stimulating them to apply for jobs in organisation.”

• First step in procurement function; positive process (attracts maximum candidates)
• Links HR Planning & Selection
• Purpose: Create pool of applicants to choose right person.
• Source: Job analysis & HR plan determine vacancies.

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B. Internal Recruitment - 2.5 Marks

Filling vacancies from within organization.

Methods:

1. Promotion: Higher position
2. Transfer: Same level, different department/place
3. Job Posting / Internal Advertisement / Intranet
4. Employee Referrals (sometimes) and Succession planning, Retired employees re-hire.

Merits: Motivates, economical, familiar candidates, reduces orientation time, retention.
Demerits: Limited choice, inbreeding, morale issues for non-promoted, stagnation.

C. External Recruitment - 2.5 Marks

Filling from outside.

Methods:

1. Direct: Campus recruitment, Job fairs, Advertisements (newspaper/ portals like Naukri), Walk-ins
2. Indirect: Employment exchanges, Consultants/Head-hunters, Labour contractors
3. Third-party: Casual/ unsolicited applications, Gate hiring, E-recruitment, Social media (LinkedIn)
4. Other: Labour unions, Government institutes.

Merits: Fresh blood, wider choice, new ideas, meet latest skill demands.
Demerits: Costly, time-consuming, training needed, de-motivates internal staff.

Comparison Table: Internal vs External on Cost, Time, Morale, Innovation.

Conclusion: Balanced recruitment uses both - internal to motivate, external to bring innovation; policy depends on organization needs.