1. Source of recruitment

2. Recruitment
​"​Recruitment is the development and maintenance of adequate manpower resources."
​It involves creation of pool of available labour upon whom an organization can depend when it needs additional employees.

3. Internal resources
​This refers to the recruitment from within the company. The various internal sources are promotion, transfer, past employees and internal advertisements.

4. External resources
​External sources refers to the practice of getting suitable persons from outside.
The various external sources are advertisement, employment exchange, past employees, private placement agencies and consultants, walks-ins, campus recruitment, trade unions, etc.

5. Employment at factory level:
​Application for vacancies are presented on the bulletin boards outside the factory or at factory gate
​Used for filling casual vacancies such as of workers
Labor contractors:
​Workers are recruited through labour contractors who are themselves employees of the organisation.
The disadvantage of this system is that if the contractor leaves the organisation , all the workers ,employed through him will also leave the organization.

6. Educational institutes:
Advertisement:
​Advertisement through different mediums such as newspaper, television, websites, etc
​Covers wide area of market, chances of having larger number of applicants.
Educational institutes:
​Certain professional institutes which serves as an external source for recruiting fresh graduates from these institutes
​Known as campus recruitment

7. Employment exchanges:
There are certain employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges,
Now-a-days recruitment in government agencies has become compulsory through employment exchanges.
Employment agencies:
Public and private agencies play a vital role in making available suitable employees for different positions in the organizations.
Besides public agencies, private agencies have developed markedly in large cities in the form of consultancy services. Usually ,these agencies facilitate recruitment of technical and professional personnel.

8. merits demerits Qualified personnel ​Wide choices ​Fresh talents
​Competitive spirit
​Dissatisfaction amongst existing staff
​Lengthy process
​Costly process
​Uncertain responses

9. Process of selection
Process of matching organizational requirement with the skills and qualification of people
Process of putting right people on right job
Selection process covers the period from job specification and initial contact with applicant to his final acceptance and or rejection

10. Steps in selection process
Notification:
Process Starts when boss or manager asks for filling new or vacant positions
It gives all info about requirement of new employee to HRD such as education, job experience and all other relevant skills, then HRD places advertisement
Preliminary interviews:
Applicant are received at organization
Skills, academic and family background, competencies and interest, candidate’s knowledge about company are examined.
Candidates are given brief up about company and job profile

11. Employment interviews:
Written test:
Tests are conducted during selection procedure such as aptitude test, intelligence test, reasoning test, personality test, etc. depending upon level.
Tests are used to objectively assess the potential candidate. They should not be biased.
Employment interviews:
one of the most important facets of the employment selection process is face-to-face interview
Companies have different procedure for personal interviews
Some companies prefer to have all-day interviewing sessions, where candidates meet with different person each hour

12. Another option is having candidate meet with key personnel one day, then inviting back for second to meet with some executives.
This process used to find out whether the candidate is best suited for required job or not.
Such interviews must me unbiased and should be conducted properly.
Selection:
The hiring manager will usually ask for feedback from human resources and other employee who interview the job candidates.
The hiring managers may also review her notes, or decide which candidate would fit best in open position.
The hiring manager will usually select someone with whom she can work, whether it is candidate’s personality or work ethic.

13. Medical examination: Appointment letter:
These tests are conducted to ensure physical fitness of potential employee.
It will reduce chances of employee absenteeism.
Appointment letter:
A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.