The human resources are the most important asset to any organisation. Its success depends, to a large extent, on its employees. The organisation has to achieve its goals, so in order to accomplish it; they recruit people with the requisite skills, qualifications and experience. Recruitment is a linking function or a joining process. In order to be cost effective, the recruitment process should attract applicant. It is considered to be a positive process wherein the applications are invited. Whereas selection is a negative process because applications are rejected from the pool of qualified applicants. Both recruitment and selection is often used interchangeably. But the truth is where recruitment process ends the selection process starts.
As Reebok’s customers are young, while recruiting the company places emphasis on youth. The employees are expected to have a passion towards fitness business.
The Taj Group expects it future employees to have excellent communication skills, ability to work for long and stressful hours and attention to personal appearance.
The reputation or image of the firm plays an important role in attracting employees. If a firm has a poor image in the market, many of the prospective candidates may not even apply for vacancies advertised by the firm. On the other hand, if the job is not attractive, qualified people may not even apply. In the same way, any job that is viewed as boring, hazardous and low paying will seldom attract qualified people.
Recruitment can be done through two methods: Internal sources and External Sources.
- Internal Sources: When the persons are recruited within the organisation, it constitutes the “internal sources”. One of the major internal sources of recruitment includes promotion and transfer. One of the advantages of this method is that since employee is not new to the organisation, he takes less time to settle down.
- External Sources: When the vacancies cannot be filled internally, the external sources of recruitment are used. There may be various reasons for external recruitment. There may be requirement of new skills and qualification or there is shortage of manpower etc. External sources of recruitment are costly but have its own advantages. One of the benefits is that it brings new talent to the organisation. External sources of recruitment include campus recruitment, advertisements, Walk-ins, employment exchanges etc.
Theoretically, recruitment process ends with the receipt of applications. In practise the activity extends to the screening of applications, so as to eliminate those who are not qualified for the job. In my next article, I will be covering the selection process.