Recruitment process includes the following steps:
(i) Planning recruitment
(ii) Determining vacancies
(iii) Identifying the sources
(iv) Drafting information for advertisement
(v) Selecting the suitable mode of advertisement
(vi) Facilitating selection process
(vii) Evaluation and control

(i) A job portal is a website which helps in the recruitment process by bringing together both the employer and the job seeking candidate.
(ii) The candidate will have to create his profile by uploading his resume which will be ther viewed by the employer as and when there is any opening.
(iii) It is a simplified process of job hunting.
(iv) A job portal also known as a career portal is a modern name for an online job board that helps applicants find jobs and aids employers in their quest to locate ideal candidates.

Features of internal source of recruitment are
(i) Transfer 
The simplest way by which an employee requirement can be filled is through transfer of employee from or apartment to another department where there is shortage of staff.
(ii) Upgrading
Performance appraisal helps in the process of moving employees from a lower position to a higher position.
(iii) Promotion
Based on seniority and merits of the employees they are given opportunity to move up in the organizational hierarchy.
(iv) Job rotation
One single employee managing to learn how to perform in more than one job on rotation
(v) Recommendation by existing Employees
A family member, relative or friend of an existing employee can be recruited and placed.

According to edwin B. Flippo, "It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation''.

(i) Links the employees with the potential employees.
(ii) Reduce the probability of leaving the organization onty after a short period of the once recruited and selected.
(iii) Increase organizational and individual effectiveness regarding application of various recruitment techniques and keeping different sources of recruitment concerned.
(iv) Determine the appropriateness of the candidates by identifying and preparing potential job applicants.
(v) Meet the organizations legal and social obligations maintaining its workface composition.
(vi) Increase potential candidates'pool at less cost.

There are a number of factors that affect recruitment.
I. Internal factors:
(a) Size of the Organisation: Large organization gets less recruitment problematic than the smaller organization.
(b) Recruiting Policy
Some organizations are preferred through internal sourcing. Because own employees know the organization and they can well fit into it.
(c) Image of Job
Just as image of organization affects recruitment, due to better renumeration and working conditions, etc.
II. External factors:
(a) Demographic factors
It intimately related to human beings like age, sex, literacy, economic status, etc.
(b) Labour Market
Supply and demand of labour is of particular importance in affecting recruitment process.
(c) Labour laws
There are several labour laws and regulations passed by the central and State Government that govern different types of employment.

(i) It increases chances new talents and skjlls.
(ii) It would create a healthy competition among the employees.
(iii) The new employees wotild be existing employee of some other organisation.It will be in ideas of other industries.
(iv) It would avoid the problem between the existing employees.
(v) This increased chance provides better availability of skilled and qualified employee.
(vi) One common things they look for is a well experienced and qualified candidate.
(vii) The recruitment is done in a fair manner equally for all candidates where internal politics are avoided.

There are basically two ways by which an organisation can recruit its employees namely internal and external sources. External sources can further be classified into Direct and Indirect sources.
(i) Internal Sources: The following are the internal sources of recruitment.
(a) Transfer
(b) Upgrading
(c) Promotion
(d) Demotion
(e) Recommendation by existing employees
(f) Job rotation
(g) Retention
(h) Retired employees
(i) Dependants
(j) Previous applicants
(k) Acquisitions and mergers
(ii) External Sources:
(a) Direct: Advertisements, unsolicited applicants, walk ins, campus recruitment, Recruitment at factory gate, Rival firms, e-Recruitment.
(b) Indirect Exmployee referral, Government / Public Employment Exchanges, Employment agencies, Employment consultancies, Professional Associations, Deputation, Word of mouth, Labour contractors, Job portals, Outsourcing, . Poaching