Recruitment is the process used to attract or find the capable candidates for employment. The main objective of the recruitment process is to find the possible capable candidate at lowest cost. This process started when the new recruiters are sought and end when they submit the application form or resume. This process enables the recruitment agent to find a pool of candidates from which he/she can select the right person for the right job.

This recruitment process having certain constraints like organization policies, affirmative action programs, recruiters habits, environmental conditions and the job requirements. All these constraints and their intensity vary from organization to organization. Organization policies may affect the recruiters in different way, for example the organization policy to promote from inside organization reduced the selection power of the recruiter. Same, organization policies can impose constraints on wages, number of hiring or unionized environment can limit the recruiter. In the same way, affirmative action policies adopted by the organizations can also limit the recruiter. Same recruiter habits may also constitute the recruitment constraints to hire the individual of his/her own liking. Environmental conditions like shortage of skilled labor, competition, legislation can affect the pool of candidates. Lack of skilled individuals in a particular geographic boundary can also be a constraint for the recruiter.

As, I have described earlier that company policies about internal recruitment can be constraint for the recruiter. When we go for the recruitment internally, we convey the job opening message to our employees through notice boards, intranet and the word of mouth. Companies usually adopted this method for promoting the candidate internally. There are many advantages for hiring internally the required candidates as it is one of the costs saving for the organization. The candidate needs no orientation. This can up raise the moral of the candidates and it can encourage other for promotion. But it does not mean that it act like this always, it can de motivate the other who are actually capable but cant get promotion due to the internal competition. Internal politics may get involved in it.

Another option is to recruit the individuals externally, by posting in the leading newspaper, website and certain forums. Massive media is commonly used for some key post while for some small level posting classifieds are commonly used. Again it depends on the organization policies and the finance it holds for the recruitment process. Certain things must be kept in mind when you go for job posting like the procedure should be clear and well communicated, job specification must be clear and specific length of the time must be mentioned. So that only deserving candidate attract towards the job post and also a reasonable pool of candidate can be generated. It has advantages like greater pool of candidate, fresh individuals with fresh thoughts and energies. But it also have certain disadvantages like it takes cost for advertisement, orientation etc. same internally the employees who deserves get motivated. Internal politics can alienate the newcomer.

Beside this internal and external recruitment, employees can also ask for some of there referrals for a particular job. In one way it is good that less time and cost involve in it and it is also possible that recruit have some know how about the company. The present employee can also help the new ones with active interest. Beside these benefits, it can cost the organization in the form of inbreeding, nepotism, and maintaining the old boy network.

Internet and web based database can also be a good source for the recruitment of employees. On one hand it gives access to people globally and a big pole of candidate can be generated in just few hours, it is also cost effective but on the other end it can limit the selection those who do not use internet.