Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.
Even if additional or replacement employees are needed, the firm may decide otherwise ( due to costs involved, difficult to remove hired employees).

The following are some alternatives to recruitment:

• Contingent Workers: 
• Part-timers, temporaries, and independent contractors.
• Flexibility due to global competition and changing technology (do not want to hire and then lay off), and control costs.
• Provide temporary workers fulfill all the obligations normally associated with an employer.
• Avoids expenses on recruitment, absenteeism and turnover, and employee benefits.

• Outsourcing 
• External provider will do some jobs (subcontracting).
• Greater efficiency and effectiveness of external provider, avoid hiring additional employees, to implement reengineering program and the subsequent downsizing of the firm.

• Overtime 
• Most commonly used method of meeting short-term fluctuations in work volume.
• The employer benefits by avoiding recruitment, selection, and training costs.
• The employees gain from increased income during the overtime period.
• Problems, pay more but work less (because of fatigue); employees work slowly so that overtime is assured; get used to high income, thus will likely complain when there are no more overtime work.

During the process of recruiting new employees, you will notice that there are two different environments that directly and indirectly affect the whole process:

External Environment of Recruitment

• Labor market conditions 
• Important factor is demand for and supply of specific skills in the labor market.
• If demand for a particular skill is high relative to supply, a company may have to make an extraordinary recruiting effort.
• If unemployment rate is low, more creative approaches are needed; if rate is high, recruitment process may be simplified.

• Legal considerations: Especially on discrimination
• Corporate Image 
• Especially through Word-Of-Mouth support by current employees.
• It assists in establishing credibility with prospective employees.
• Good reputations may help attract more and better-qualified applicants.
• It encourages prospective employees to respond to its recruitment efforts and enhances its recruitment success.

Internal Environment of Recruitment

• Human Resource Planning 
• When planned in advance, easier to get needed employees on time.
• Identify the best alternatives, managers can make better recruitment decisions.

• Promotion from within (PFW) 
• Policy of filling vacancies above entry-level positions with employees presently employed by a company.
• Employees have incentive to strive for advancement.
• Employer is aware of employee’s capabilities.

Therefore you need to lean the two environment to come up with the best method in recruiting new employees. It can help you to reduce costing and time..

Methods Used in Internal recruitment

• Job Posting and Job bidding 
• Job posting is a procedure for communicating to company employees the fact that a job opening exists.
• Job bidding is a technique that permits individuals in an organization who believe that they possess the required qualifications to apply for a posted job.
The advantages of  Job Posting and Job bidding:

• Will minimize complaints that current employees are not informed of job openings.
• Also helps build a good company image (Employees will inform applicants)
• The effective job posting and bidding program involves the following guidelines:
• All permanent promotions and transfer opportunities should be posted.
• Job openings should be posted for a specified time before external recruitment begins.
• Eligibility rules for the job posting system need to be developed and communicated.
• The effective job posting and bidding program involves the following guidelines:
• Specific standards for selection should be included in the notice.
• Job bidders should be required to list their qualifications and reasons for requesting a transfers or promotion.
• Unsuccessful bidders should be notified by the HRD and advised why they were not accepted.

• Employee Referrals 
• If current employees are good employees, their recommendations may provide excellent prospects.
• Ordinarily, current employees will hesitate to recommend applicants thought to be inferior in ability.

Methods Used in External recruitment

• High Schools and Vocational Schools: Especially for recruiting clerical and other entry level operative employees. Most have training programs for specific occupational skills.
• Community Colleges: Many are sensitive to the specific employment needs in their local labor markets and graduate highly sought after students with marketable skills. 
• Colleges and Universities: Potential professional, technical, and management employees are typically found in these institutions. 
• Competitors in the Labor Market: About 5% of the working population, at any one time, is either actively seeking or receptive to change of position (hence, they can still be enticed to transfer). Smaller firms, in particular, look for employees who have been trained by larger organizations that have greater developmental resources.
• Former Employees: Recruiting and hiring former employees can provide benefits to company, and can encourage others to stay with the firm.
• The Unemployed: Qualified applicants join the unemployment rolls very day for various reasons. Company may downsize their operations, go out of business, or merge with other firm, leaving qualified workers without jobs.
• Older Individuals: Employers have the opinions of their older workers because of their knowledge, skills, work ethics, loyalty, and good basic literacy skills.
• Military Personnel: These individuals typically have a proven work history and are flexible, motivated, and drug free.
• Self-Employed Workers: Especially for jobs requiring technical, professional, administrative, or entrepreneurial expertise within a firm. For many firms, these qualifies are essential for continued competitiveness.

All of the above method can be done through:

• Advertising: 
• A way of communicating the firm’s employment needs to the public through media such as radio, newspaper, or industry publications.
• The firm should give prospective employees an accurate picture of the job and organization.
• The ad must tell potential employees why they should be interested in that particular job and organization.
• New trend is Internet advertising.

• Private Employment Agencies:
• Agencies utilized by firms for virtually every type of positions, best known for recruiting white-collar employees.
• Although have one-time fees, other employment agencies deal primarily with firms that pay the fees.

• Public Employment Agencies:
• Employment agencies that operated by each state but receive overall policy direction from government employment services, best known for recruiting and placing individuals in operative jobs.

• Special Events: 
• A recruitment method that involves an effort on the part of a single employer or group of employers to attract a larger number of applicants for interviews (Like Job Fairs).
• As a recruitment method, job fairs offer the potential for a much lower cost per hire than traditional approaches.

• Internships:
• A special form of recruitment that involves placing students in temporary jobs with no obligation either by the company to hire the student permanently or by the student to accept a permanent position with the firm following graduation.
• The student gets to view business practices firsthand.
• The firm can make a better judgment regarding the person’s qualifications.

• Executive Search Firms:
• Organizations retained by a company to search for the most qualified executive available for a specific position
• Used by organizations to locate experienced professionals and executives when other sources prove inadequate.

• Professional Associations:
• Many operate job referral services for members seeking new positions and employers with positions to fill.

• Walk-in or Write-in Applicants:
• Especially due to a reputation of being a good place to work.

• Internet Recruiting: Less expensive than print advertising, though not yet very popular.

• Recruitment Databases:
• Can access databases for a fee, so much lesser than fees for executive search firms.
• Own company can also have databases easily accessible by HR managers.

• Virtual Job Fairs:
• A recruitment method in which students meet recruiters face to face in interviews conducted over special computers that have lenses that transmit head-and-shoulder images of both parties.
• The recruiters can visit all schools without having to leave their offices.

As the two types of recruiting new employees can be done therefore you also should take a look the the advantages and disadvantages of both, internal and external recruiting methods.

Advantages of Internal Recruitment

• Candidates are already oriented to the organization.
• Reliable information is available about candidates.
• Recruitment costs are lower.
• Employee morale and motivation are increased.
• Good performance is rewarded.

Disadvantages of Internal Recruitment

• There may be fewer new ideas.
• Unsuccessful contenders may become upset.
• Selection is more susceptible to office politics.
• Candidates’ current work may be disrupted.
• Expensive training may be necessary.

Advantages of External Recruitment

• Candidates may be familiar with competitors.
• Candidates are a potential source of new ideas.
• Candidates may have broader experience.
• Candidates may have new specialties.

Disadvantages of External Recruitment

• The recruitment process may be expensive.
• The new employees may have a slower start because of the need for orientation to the organization.
• The probability of mistake is higher because of less reliable information.
• Potential internal candidates may be resentful.

Basic of Recruitment in Human Resource