Recruitment is a core part of human resource management. Recruitment refers to the general process of drawing in, selecting and designating reasonable contender for employments either permanent or temporary within an association.  Recruitment can also refer to processes involved in selecting individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Senior Managers, human resource generalists, and recruitment specialists may be tasked with carrying out recruitment, but in some cases, public-sector service agencies, commercial recruitment agencies, or specialist Executive search and Manpower consultancies are used to undertake parts of the process. Web-based innovations to support all characteristics of recruitment have become well-known.

Job inquiry

In circumstances where different new jobs are generated and recruited for the first time or opportunities are there or the nature of a job has considerably changed, a job analysis might be undertaken to record the learning, knowledge, skills, abilities and other qualities required or sought for the job. From these, the significant data is captured in such documents as job descriptions and employment details. Often, an organization already has job descriptions for existing positions. Where already drawn up, these records may require analysis and inform to reflect existing requirements. Prior to the recruitment stage, a person requirement should be confirmed to provide recruiters with the organization requirements and goals.


Sourcing is the use of one or more methodologies to draw or recognize candidates to fill job opportunities. It might include internal and/or external recruitment publicizing, using appropriate media, such as Career Placements job portals, local or national daily newspapers, professional recruitment media, professional periodicals, advertisements, job centers, or in a variety of ways via the web based internet.

On the other hand, employers may use recruitment consultancies like Career Placements or offices to search for passive candidates—who, in many cases, might be content in their existing vacancy and are not keenly hoping to move. This primary study for candidates—also termed name generation—produces contact information for prospective candidates, whom the recruiter can then tactfully contact and screen.

Searching and selection

Numerous psychological tests can evaluate a variety of Knowledge Skill and other characters, including literacy. Valuations are also available to measure physical capability. Recruiters and organizations may use applicant tracking systems to shortlist candidates, along with programming tools for psychometric testing and performance-based evaluation. In many nations, employers are lawfully ordered to ensure their screening and selection procedures meet equivalent opportunity and moral standards. In order to considerably improve the candidate assessment and selection procedures, better proposed a recruitment structure for searching online social networks communities.

Employers are likely to perceive the value of candidates who incorporate soft skills such as interpersonal or team leadership. Numerous organizations, including multinational organizations and those that recruit from a scope of nationalities, are also frequently concerned about whether a candidate fits the prevalent company culture.

Physically challenged candidates

The word physical challenged covers a couple of positive meanings for generally most employers. Research has demonstrated that employer biases tendency to enhance through direct experience and introduction with proper supports for the employee and the organization making the hiring decisions. Concerning most organization, money and job security are two of the contributing elements to the profitability of a physically challenged candidate, which in return equates to the development and success of a business. Hiring disabled candidates to create a larger number of favorable circumstances than disadvantages. There is no distinction in the daily production of a disabled worker. Given their circumstance, they are more likely to adapt to their natural surroundings and familiarize themselves with equipment, empowering them to solve issues and overcome difficulty as with other candidates.

Manpower Search Consultant / Agency, or Executive Search Consultant / Agency, or Placement Consultant / Agency, or Recruitment Consultant / Agency, all mean the same.  Basically, it is an HR service providing company which helps you to find a job if you are a jobseeker; or a firm which helps you to hire applicants if you’re an employer. If you are looking for Manpower Search, Human Resource, Recruitment or Manpower consultancy assistant, or any session on Interview tips please contact our placement and recruitment cell.


I have been associated with Mr. Ravi Mirchandani for the last 8 years. He has taken our organisation to greater heights and has helped my company streamline our entire approach and made it customer centric.

-Rajesh Bathija

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