How Can You Recruit A Good Quality Manpower

Every organization looks for such candidates to work with them, who are capable, willing and efficient. The recruitment process is the most important function carried out by the Human Resource manager. The HR manager of the organization has to ensure the entry of only that manpower which are open to learning and are self-driven.

According to Edwin B. Flippo, "Recruitment is the process of searching for the potential candidates for employment and stimulating them to apply for job vacancies in the organization".

According to Yoder "recruitment is a process to discover sources of manpower to best meet the requirements of staffing schedule. It also involves employing effective measures for attracting that manpower in adequate numbers to facilitate effective selection in order to get an efficient work force”.

What is the purpose of Recruitment and its importance?

The recruitment is carried out to search for the best employable candidates available. It is carried out so that the maximum number of applicants applies for the vacant job position there by helping the HR managers make a better selection from the attracted talent pool which fits the job role description. Recruitment is about saving time, money and efforts of the organization to recruit the most suitable employable candidate who fulfills the requirements of the vacant job position. A good recruitment always ensures quality manpower over quantity and this reflects in the productivity of the business.

How to recruit the good quality manpower?

There are two sources of recruitment.

1. Internal source.
2. External source.

INTERNAL SOURCE: when a job position is vacant in the organization, the employees working in the organization are well informed. When hiring is done from the available manpower who are already employed then the available candidates within the organization are called the internal source for recruitment. Candidates when available inside the organization are called the internal sources. These are

• Promotions of the existing staff by evaluating them and assessing their suitability better than hiring the new outsiders. Their strengthens and weaknesses are very well known by the employer
• Transfers of employees form a place to another depending on their requirement at different places. This saves cost and also acts as morale boaster.
• Retired managers when re-hired for a short time period to perform duties or tasks.
• Internal advertisements to hire within the pre-existing staff who are most suitable and are interested too

EXTERNAL SOURCE: when candidates are not available for a job position vacant and the applicants are searched outside the organization it is called the external sources. It is searching the candidates for vacant job position from outside the organization. These are

• Hiring through Recruitment agencies or consultants for the vacant positions where they act as company representatives and help the organization select the best candidates and in return charge commission.
• Campus selection/ recruitment is done through universities and colleges, this help the organization find the young blood and fresher’s for their vacant job opening
• References of the suitable employable candidates given by the existing employee or the retired employee.
• Media channels like newspapers, magazines, social media to attract the desired applicants in masses.