It is very important for an enterprise to be adequately staffed. Systematic steps have to be taken to ensure that the right types of persons are available to the concern in right numbers. This process is called recruiting and it takes time and attention to find out persons who are not merely willing to work but are also suitable for the positions lying vacant. It goes without saying that the management should, to begin with, attempt to make an estimate of the requirements of individuals required in the different departments.

The number of workers required by an enterprise depends upon the scale of production, the degree of mechanization and methods of work. The management must, therefore, keep a watch on developments in these fields so as to be able to take advantage of new techniques of production and new machinery. These days, when it is difficult to get rid of surplus labor owing to the operation of various labor laws, it is necessary that no surplus worker be recruited in the first instance.

In short, management will do well to draw up a plan for the recruitment of employees for the coming year or so. The plan may be thoroughly scrutinized before steps are taken to recruit them. There are many different methodologies for actively recruiting a solid workforce. Recruitment should be conducted in an organized manner preferably by the personnel department. The personnel department will obviously keep in mind the requirements of various departments both as regards quantity and quality.

But, in small concerns where there is no personnel department, the departmental managers themselves recruit people for their respective departments. The essence of recruiting is attracting and enticing candidates to take positions in an organization. Before recruiting begins, the position requirements – which should directly relate to the task – must be clearly identified. This makes it easier to recruit suitable candidates from the outside.