Section 1
1. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. In the recruitment process, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. Recruitment is done with the two kinds of sources i.e. internal and external sources.
Internal Recruitment
Internal recruitment sources refer to obtaining people for job from inside the company. The two kinds of internal recruitment are as follows:
Promotion: Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization.
Transfers: Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. So, the vacancy can be filled by transferring a suitable candidate from the same organization.
The four advantages of internal recruitment are:
It is time saving, economical, simple and reliable.
There is no need of induction training because the candidate already knows everything about the organization, the work, the employee, the rules and regulations, etc.
It motivates the employees of work hard in order to get higher jobs in the same organization.
It increases the morale of the employees and it improves the relations in the organization.
The four disadvantages of internal sources are:
It has limited scope because it is not possible to fill up all types of vacancies from within the organization.
The position of the person who is promoted or transferred will be vacant.
There may be bias or partiality in promoting or transferring persons from within the organization and those who are not promoted will be unhappy.
The right person may be promoted or transferred only if proper confidential reports of all employees are maintained. This involves a lot of time, money and energy.

External Recruitment
External recruitment sources refer to methods of recruitment to obtain people from outside the company through different methods. The two of external sources are:
Media Advertising: The Personnel department of a company advertises the vacancy in newspapers, the internet, etc. This advertisement gives information about the company, the job and the required qualities of the candidate. It invites applications from suitable candidates. This source is the most popular source of recruitment. This is because it gives a very wide choice. However, it is very costly and time consuming.
Educational Institutions: The organization conducts interviews in the campuses of Management institutes and Engineering Colleges. Final year students, who're soon to get graduated, are interviewed. Suitable candidates are selected by the organization based on their academic record, communication skills, intelligence, etc. This source is used for recruiting qualified, trained but inexperienced candidates.
The four advantages of external sources are:
It encourages young blood with new ideas to enter the organization.
It offers wide scope for selection. This is because a large number of suitable candidates will come for the selection process.
There are less chances of bias or partiality.
Here there is no need to maintain confidential records.
The four disadvantages of external sources are:
It is very costly. This is because advertisements, test, medical examination etc., has to be conducted.
It is very time consuming. This is because the selection process is very lengthy.
It may not develop loyalty among the existing managers.
The existing managers may leave the organization if outsiders are given higher post.

2. Selection is next to recruitment. It is the process of choosing the most suitable candidates (Properly qualified and competent) out of many interested candidates. It is a process of selecting the best and rejecting the rest. In