Recruitment
Meaning ,definitions & types
Govt. college for Girls,Sector-11,Chandigarh
•Recruitment is the cornerstone of the whole public
Personnel structure.
•It is the entry point of the persons and it determines the
quality and efficiency of Civil Services
•Stahl says unless recruitment policy is soundly conceived there
can be a little hope of building first
rate staff.
•Administration has become more and more
Complicated and complex due to technological
progress
• Therefore, Heads of the organization needs to pay utmost
attention to the process of recruitment.
Background :
• Merit principle of recruitment in India was first introduced
in the year 1953 by East India Company.
• Before merit system three main systems existed in the
different countries of the world.
(1) Sale of Offices practiced in pre-revolutionary France
enabled the rich people to acquire the govt .posts. Freed
the govt. from patronage, favoritism and political
interference.
(2) Patronage System followed in Britain and other countries
chose candidates by favoring them on personal(
family,kinship,relations and personal loyalities) or political
grounds (political links)
(3) Spoils System followed in the U.S.A. considered the
appointments in the govt. as spoils for the party winning
the elections
• Democratic sentiments and increasing
complexity of administration has made the
above mentioned methods of recruitment
outdated.
• Recruitment on the bases of ability and merit
has now been widely accepted by almost all
the countries of the world.
• Meaning and definitions:
• Recruitment is a process of finding suitable prospective employees by
stimulating them to apply for jobs in the organisation.
• According to Marshall E. Dimock recruitment means “ Securing the right
people for the right jobs and it may take the form of advertising for large
groups of employees or tracking out a highly skilled individual for special
work”
• L.D.White observes, “Recruitment in short revolves around the problem of
attracting the best not the most…..the task is one jointly for the Civil
Service Commission and for the operating departments…..Recruitment
involves more than mere announcement and passive acceptance to meet
the requirements of the public service.it must be
active,searching,selective,persistent and continuous”
• Types of Recruitment
1.Direct Recruitment or Indirect Recruitment
2.Positive or Negative Recruitment
3.Mass Recruitment or Individual Recruitment
Direct Recruitment or Indirect Recruitment
• Direct Recruitment means filling up vacant
posts by suitable and qualified candidates
available in the open market through competitive
examinations conducted by Union Public Service
Commission.
• Indirect Recruitment means filling up vacant
posts by suitable and experienced candidates
who are already in govt. service.
Advantages of Direct Recruitment
• Provides equal opportunities to all qualified
persons for entry into public sevice.
• Brings in new blood into the service with their
new ideas and outlooks.
• Helps youth from University and Colleges to join
public service career.
• Checks stagnation in public services.
• Suitable for technical and professional fields as they
require latest knowledge which the young men can
easily supply.
• Motivates the employees already in service to keep
abreast of new developments so as to match the talent
of young people for filling up of higher posts.
Disadvantages of Direct Recruitment
• No previous administrative experience.
• Prolonged and intensive training has to be given to
young recruits.
• Use of direct recruitment for filling up higher posts kills
the initiative of employees already in service.
• Causes jealousy and heart burning among the senior and
experienced employees.
• Increases the burden on recruiting agencies.
Advantages of Indirect Recruitment(By Promotion)
• Provides enough incentive to work as promotion is
guaranteed by well defined conditions of service.
• Gradual advancement from junior to a higher level is a good
form of compensation.
• Direct recruitment is no guarantee for securing efficient
employees for senior positions.
• No system of examination can be foolproof or satisfactory in
discovering the best talent among the fresh candidates.
• Reduces the burden and expenses of the
Public Service Commissions.
• Utilization of hardwork, efficiency and
experience of the employees already in job.
• Promotions are essential aspect of ‘Career
Service’.
Disadvantages of Indirect Recruitment
• Leads to inbreeding and discourages new
blood from entering an organisation.
• Narrows the area of selection.
• Gives opportunities to persons already in
service.
• Internal source may dry up.
• Seniority does not always mean selecting
capable hands.
• Fear of stagnation and conservatism.
No one system can be adopted exclusively. A good
recruitment policy should combine the two methods to
achieve best results. In almost all the countries, including
India, both the methods of recruitment are followed.
2. Positive and Negative Recruitment
• Active search by the recruiting agency for the best qualified
and most competent candidates for appointment is Positive
Recruitment.
• Keeping unqualified and unfit candidates without playing an
active role in attracting the best candidates is Negative
Recruitment.
3. Mass or Individual Recruitment
• Mass Recruitment techniques are adopted for
non-technical , non-specialised posts of
general nature.
• Individual Recruitment is made for particular
posts requiring specialized knowledge, skill or
technical knowhow and experience.