What is Recruitment?

What is Recruitment?

“Recruitment is the process of searching for prospective employees and stimulating and encouraging the to apply for the job.”.“Recruitment is 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 working force.

The Human Resource manager is basically responsible for the maintenance of proper quality and quantity of human capital or employees in the company or organisation when ever required. The need of recruitment is depended on certain condition of the business to he company.

Recruitment needs are of three types:

1. Planned: Planned recruitment Arises from changes in organisation and retirement policy or we can say everyone is already prepared or ready for recruiting new people in the business or organisation it is a regular type of recruitment which constantly keep on going in an organisation for the regular dealing with employees and the business activities.

2. Unexpected: Arises during resignations, deaths, accidents and illness. Simply we can say that recruitment is unusual when an unusual thing happens or any unexpected condition comes in the company than the Human Resource manager or manager is responsible for maintaining the quality and quantity of people in the company. This type of recruitment process is uncertain so no one is prepared for this everyone have to manage the responsibilities of that person on a temporary basis to keep going on the work continuously.

3. Anticipated: Refers to those movements in personnel which an organisation can predict by studying trends in the internal and external environments. It is a kind of situation when prediction is being made before the time or the need of employees are specified before any condition occur or we can say when we are not sure but we have to be prepared for the recruitment process that situation is known as anticipated recuitment.

 


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