Recruitment or Hiring is the process of searching and attracting the right candidates for hiring them for vacant jobs in an organization. There are two sources of recruitment, internal sources and external sources. Recruitment refers to the process of searching for potential employees and influencing them to work for their organization.

The purpose of the recruitment process is to find talented and qualified individuals for the growth and development of their organization. It is part of the human resource management(HRM) department.

Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees.’ The recruitment process leads to a collection of candidates for any vacancies an organization might have.

There are many sources of recruiting potential employees but all of them can be grouped into two categories, namely.

Internal Sources of Recruitment

Internal sources of recruitment consist of employees who are already on the payroll of a firm. It also includes former employees who have returned to work for the organization. Recruitment from internal sources is done to fill up vacancies through promotion, re-hiring and transferring employees within the company.

Advantages of Internal Sources of Recruitment

• Selecting and transferring existing employees is a simpler process.
• The managers are aware of the talents and abilities of already existing employees.
• Internal recruitment serves as a tool to boost the morale of employees as internal hiring creates job and promotion opportunities for existing employees.
• Internal hiring promotes a feeling of loyalty amongst the employees.
• Existing employees are already aware of the company’s working methods and don’t take a long time to adjust to new positions.

External Sources of Recruitment

External sources of recruitment refer to the sources that lie outside or exist external to the organization.

Sources of external recruitment include:

1. People joining an organization, specifically through recommendations.
2. Employment agencies( e.g. naukri.com) or employment exchanges.
3. Advertising
4. Institutes like colleges and vocational schools (e.g. campus selection)
5. Contractors
6. Hiring unskilled labor
7. List of applications
8. Temporary workers.

Encouraging existing employees to recommend suitable candidates can thus lead to the hiring of the right individuals for the right jobs. A higher level of teamwork and synchronization among employees would, therefore, be achieved.

However, it might also lead to employees picking their close friends and family members who are unfit for the jobs. Thus, talented individuals might lose out on good opportunities.

Whereas, external recruitment provides a wider collection of potential employees with the necessary skillset. It has proven to be a successful recruitment process when hiring for managerial and technical positions.

Characteristics of External Sources

• Long and time-consuming process.
• It is an expensive process.
• When external people are given opportunities over them, then existing workers lose morale
• Hiring new employees can lead to the introduction of new blood and thus the introduction of a new set of skills and ideas.

EMPLOYEE SELECTION

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.

But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

EMPLOYEE SELECTION PROCESS

Employee selection Process takes place in following order-

Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.

Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.

Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.

Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.

Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease 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.

IMPORTANCE OF SELECTION

Selection is an important process because hiring good resources can help increase the overall performance of the organization. In contrast, if there is bad hire with a bad selection process, then the work will be affected and the cost incurred for replacing that bad resource will be high.

The purpose of selection is to choose the most suitable candidate, who can meet the requirements of the jobs in an organization, who will be a successful applicant. For meeting the goals of the organization, it is important to evaluate various attributes of each candidate such as their qualifications, skills, experiences, overall attitude, etc. In this process, the most suitable candidate is picked after the elimination of the candidates, who are not suitable for the vacant job.

The organization has to follow a proper selection process or procedure, as a huge amount of money is spent for hiring a right candidate for a position. If a selection is wrong, then the cost incurred in induction and training the wrong candidate will be a huge loss to the employer in terms of money, effort, and also time. Hence, selection is very important and the process should be perfect for the betterment of the organization.

This is an age of advertisement, nay aggressive advertisement. There is virtually an advertisement invasion. It is all over the country influencing our ideas, lifestyles and decisions. There are more advertisements in the newspapers than the news and articles. On the small screen of television the programmes are heavily punctuated with advertisements. They are there on the silver screen of the cinema in large numbers. They can be seen on the walls, buildings, scaffolds, electric and telephone poles, trucks, buses airports and even in such places as cremation and burial grounds. Big, colourful and attractive advertisement balloons rise and float high in the sky. There are costly but very attractive laser advertisements. It has become a very big industry and there are huge profits and volumes. Corporate groups, business houses, film makers, shopkeepers, traders etc spend crores and crores on advertising. A great part of the annual budget of these people is spent on it.

Advertisements serve a great purpose. They promote sales, increase businesses and profits as nothing else can do. They catch the eyes, hearts and minds of the viewers and turn them into instant buyers. They appeal to their imagination, curiosity and purchasing urges. People are tempted to buy what they see advertised. Then there is pressure from ladies and children in the family. These pressures turn hesitation into immediate purchasing decisions even when the things are actually not needed. People buy on instalments, on credit or by borrowing money, such is the power of attractive advertisements. During festivals and social occasions their psychological appeal is at its best. They create a mood to buy and spend money. Then there are gift coupons, hampers, discounts, annual sales etc which the people find very hard to resist. Advertisements have ushered in a wave of consumerism in white, brown and other goods besides clothes and commodities.

Then there are big exhibitions in five star hotels, halls and sprawling grounds. Customers throng the exhibitions and enjoy themselves with their members of the family. When an environment of picnic prevails there, one can’t be easily on a spending spree. There is home delivery, buy now pay later offers. Such an onslaught can hardly be withstood. Advertisements also offer better products at reasonable rates. There is wider choice and vast range of things to choose from. People want value for their money and advertisements give them this opportunity. There is cheating as well but it soon exposed and cannot be repeated. In this age of global economy, international integration and fierce competition only the fittest can survive.

An advertisement to be successful, needs to be creative, novel, appealing and result oriented. Advertisements are prepared by experts by spending lakhs of rupees and keeping the target buyers in mind. Publicity aims at promoting sales by underlining certain unique qualities of a product and commodity. “Out of sight, out of mind” is a very old and time tested saying. It applies so well in the world of business, trade and commerce that nobody can ignore it. The more people see and listen about a product, the more they are sure to buy it.

Advertisements help in introducing new products as well as increasing the sales of established products. Advertisements create brand image and once a brand is established a commodity becomes a household word. Established brands have very strong appeal. And once one starts liking a particular brand, he or she sticks to it lifelong. It becomes a kind of addiction and hypnotism. Advertisements have revolutionized the business world.

But sometimes advertisements are really very dangerous and cause a lot of harm particularly to children and youngsters. They try to imitate dangerous advertisements seen on television, silver screen or in a magazine. Such visuals and advertisements should be banned and there should be heavy penalty on those advertisements which cause loss of life or injury among children.

The Hindu philosophy is categorized into six Orthodox and three Heterodox philosophies. The classification is based on the acceptance of the authority of the Vedas. The Orthodox school of philosophy also called the Aastika School believes in the authority of Vedas, while the Heterodox school of philosophy, popularly known as Nastika School rejects the principle of authority of Vedas. While the western schools of thoughts came up one after the other, with the only aim of destructing the existing thought process and establishing a new totally different way of thinking. In other words, the western schools were never complimentary to each other while the Indian schools sprouted and nurtured giving
each other a stand to hold on. Rasa is generally regarded as the corner stone of Indian Aesthetics. Rasa implies aesthetic emotion. The earliest work of Indian aesthetics is Bharatha’s ‘Natya Sastra’. It consists of a few instructions to the actors about present plays. In the course of discussion, Bharatha remarks that the aim of presenting a play is to evoke Rasa. Rasa, according to him, is the product of the combination of the Vibhavas, Anubhavas and the Vyabhicharibhavas. While the western philosophy concentrated on authors intention, structure, semantics, semiology and other highly technical aspects. Indian philosophy concentrates on the universalization of poetics. Universalization of poetic art is of two kinds. First of all, the aesthetic composition presents before our minds an aesthetic situation and an emotion, free from its local character. Secondly, the expression of this artistic enlightenment has a universal character in its manifestation in different minds. In the next stage this presented whole, becomes mingled with various types of subconscious and unconscious feelings which are lying dormant in the minds of various people. But we do not find any trace of any local character or colour with the real objective world around it. It is therefore, called transcendental, i.e., Alaukika or Camatkara. While the western philosophy school almost dissipates this possibility by ensuring such elements that make it connect to surroundings of the work is not done.
As per the Indian aesthetics, the beauty of literature is related to the synthesis of law and liberty. A literary work is presented in the medium of language. Hence it is certainly subjected to the rule of language. However, the beauty of a work of art is beyond these considerations. In fact, the laws are the wings of literature with which it soars high in the horizon of meaning. This synthesis of law and liberty is achieved by the judicious use of the elements of suggestion or Vyanjana. The concept of Vyanjana explains how meaning expands far beyond the literal sense. The language of poetry is different from the language of ordinary discourse. It is characterized by ‘suppression in expression’. Beauty in literature is best generated by the technique of Vyanjana or the suggested meaning. In the words of Kuntaka, Vakrokti or indirect expression generates beauty in poetry. According to Anandavardhana, the soul of poetry is suggestion. This concept is encapsulated in his maxim ‘Kavyasyatma Dhvani’. Words have different orders of signatory power. They have primary or literal meaning as well as contextual and suggested meaning. The primary meaning is referred to as ‘Abidha’ and the contextual meaning is called ‘Lakshnna’. Vyanjana is the suggested meaning. Concealment is the essence of Vyanjana. Poetry generates beauty by suppression in expression. Concealment arouses curiosity and the urge to unravel which leads to conquest. In poetry, only the implicit, indirect and suggested language is capable of producing beauty. This suggested language is called Vakrokti. Vakroti presents before the Sahridaya an indeterminate range of meaning to be explored. The greatness of poet lies in his mastery over the technique of suggestion.
A sentence may express something over and above the meaning of the words that constitute the sentence. The relation between the various words is unexpressed. This relation is referred to as Samsarga by the Naiyayikas of ancient India. Samsarga is Vakyartha. How Samsarga is expressed is not satisfactorily explained. In sentences, there is a juxtaposition of words. The element of the relation between words is conveyed by suppression. The essential part of every judgement is conveyed by suppression. This shows how the Indian schools of thought were already in an elevated state way before the introduction of western philosophical schools. The absence of manuscripts and the lack of ability to translate the ancient texts has truly hindered the growth of Indian philosophy into a universally recognized one.

“ENGINEERS LIKE TO SOLVE PROBLEMS. THERE ARE NO PROBLEMS HANDILY AVALIABLE. THEY WILL CREATE THEIR OWN PROBLEMS”

G. D. Naidu (Gopalaswamy Doraiswamy Naidu) (23 March 1893 – 4 January 1974) was an Indian inventor and engineer who is referred to as the “EDISON OF INDIA” and “THE WEATHER CREATOR OF COIMBATORE” He is credited with the manufacture of the first electric motor in India. His contributions were primarily industrial but also spanned the fields of electrical, mechanical, agricultural (hybrid cultivation) and automobile engineering. Naidu developed an independently internal combustion four stroke engine. He had only primary education but excelled as a versatile genius.

PERSONAL LIFE :

G.D. Naidu was born at Kalangal, COIMBATORE on 23 March 1893 in Tamil Nadu, India. He was the son of a farmer. His childhood years were spent getting in trouble at school. He disliked attending classes.His son name is KaliyaSwamy he created the company.His wife name is pushpa Naidu.

EARLY LIFE :

Naidu obtained work as a 𝐬𝐞𝐫𝐯𝐞𝐫 in a hotel in Coimbatore with the intention of saving money to buy a motorcycle. After getting the vehicle he spent time dismantling and re-assembling it, and later became a mechanic. He began his transport business in 1920, with the purchase of an automobile coach. He drove it between 𝐩𝐨𝐥𝐥𝐚𝐜𝐡𝐢 and 𝐩𝐚𝐥𝐚𝐧𝐢 In a few years, his Universal Motor Service (UMS) owned the most efficient fleet of public transport vehicles in the country. In 1937, the first motor to be produced in India was brought out from G. D. Naidu’s factory – NEW (National Electric Works) at Peelamedu, Coimbatore.

𝐈𝐍𝐕𝐄𝐍𝐓𝐈𝐎𝐍 𝐀𝐍𝐃 𝐋𝐀𝐓𝐄𝐑 𝐋𝐈𝐅𝐄 :

G.D. Naidu developed India’s first indigenous motor in 1937 along with D. Balasundaram Naidu. The motor’s success resulted in the founding of textool by Balasundaram and, later, lakshmi machine works (LMW).Naidu’s ‘Rasant’ razor incorporated a small motor operated by dry cells, called HELIBRONN.

G.D. Naidu, Rathnasabapathy Mudaliar and India’s first finance minister R.K. SHANMUKHAM CHETTY conducted survey, for bringing Siruvani water to the Coimbatore city.Through Naidu’s efforts and donations India’s first polytechnic college, the Arthur Hope Polytechnic and the Arthur Hope College of Engineering were set up. Later the college moved to its present location and is now known as Government college of techonology. The college was named after the then Madras governor Aurthur hope In 1945, GD Naidu was the principal of the college. Naidu was not satisfied with the four-year programs and said that it was a waste of time for students. He suggested that two years was more than enough to teach the same courses, even with different concentrations. However, the British government did not accept his idea and Naidu resigned from his post. The name Hope College for the original site of the college remains in Coimbatore even.

Naidu died on 4 January 1974. Sir C V Raman said of Naidu: “A great educator, an entrepreneur in many fields of engineering and industry, a warm-hearted man filled with love for his fellows and a desire to help them in their troubles, Mr Naidu is truly a man in a million – perhaps this is an understatement!” He is survived by his son G.D. Gopal and grandchildren G.D. Rajkumar and Shantini. A permanent Industrial Exhibition in his memory is in Coimbatore. He provided employment in the engineering and manufacturing sectors to many individuals in the 1950s and 1960s.