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„ Needs of recruitment
„ Purpose and importance
„ Recruitment process
„ Sources of recruitments
„ Alternatives to recruitment
„ Factors affecting recruitment
„ Recruitment policy
„ Recent trend in recruitment
„ Diff. b/w recruitment and selection
„ Evaluation of recruitment program
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„ Succession planning
„ Succession plan
„ Replacement chart and replacement
summary
„ Succession management
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erits &
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   enthusiasm.
Merits and demerits of hiring people
from outside
erits Demerits
ü    he organization has the    Hiring costs could go up
freedom to select candidates from a substantially. apping multifarious sources
large pool. Persons with requisite of recruitment is not an easy task, either.
qualifications could be picked up.

     People with      It takes time to
special skills and knowledge could be advertise, screen, to test and to select
hired to stir up the existing employees suitable employees. Where suitable ones
and pave the way for innovative ways of are not available, the process has to be
working. repeated.
      It helps in    Existing employees who
motivating internal employees to work have put in considerable service may
hard and compete with external resist the process of filling up vacancies
candidates while seeking career growth. from outside. he feeling that their
Such a competitive atmosphere would services have not been recognized by the
help an employee to work to the best of organization, forces them to work with less
his abilities. enthusiasm and motivation.
       alented people     here is no guarantee that
could join the ranks, new ideas could find the organization, ultimately, will be able to
meaningful expression, a competitive hire the services of suitable candidates. It
atmosphere would compel people to give may end up hiring someone who does not
of their best and earn rewards, etc. µfit¶ and who may not be able to adjust in
the new set-up.

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•lternatives to recruiting

Ô    Any activity in which a firm lacks internal expertise


and requires on unbiased opinion can be outsourced. any
businesses have started looking at outsourcing activities relating to
recruitment, training, payroll processing, surveys, benchmark
studies, statutory compliance etc., more closely, because they do
not have the time or expertise to deal with the situation. HR heads
are no longer keeping activities like resume management and
candidate sourcing in their daily scrutiny. his function is more
commonly outsourced when firms are in seasonal business and
have cyclical stuffing needs.

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Environmental Factors
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„ Factors to be considered in
formulating recruitment policy
„ Government policies.
„ HR policies of other competing
organisations
„ Ôrganizations HR policies.
„ Recruitment sources.
„ Recruitment needs.
„ Recruitment cost.
„ Selection criteria & preference
etc
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Recruitments strategies and programs need to be


evaluated time to time. Criteria used to judge the
success of a recruitment program are:
- he number of successful placements

- he number of offers made

- he number of applicants

- he cost involved

- he time taken for filling up the position


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