Recruitment has always been an important HR activity of any organization. Research should be a continuous process in the Recruitment area of HR   in order to study the market trends. This is very important for retaining the staff. The process of recruitment is still the old way  of  advertising the job, accepting bio-data and screening on the basis of bio-data's. In an approach to attract candidates, it is seen that the recruiters advertise with a very  attractive job title. This job titles generates expectations in the candidate. They submit their biodata with great expectation and are shortlisted and interviewed. During interview also , the job is discussed by the recruiters in a manner that it generates more expectation. Only after getting into the shoes, the candidates realizes that the the job was not what they expected. As a result, the candidate jumps out from the organization.Also, there is a trend of giving advertisements for future vacancies. The bio-data is accepted and bundled up in a corner. When the real vacancies arises, most of the candidates would have found job somewhere else.

Innovation in the area of Recruitment is thus mandatory. Right from the advertisement , the company must plan and proceed. It should be made a point to convey the right message through advertisement which attracts the right candidate to the vacancy posted. A questionnare which will bring out the EQ of the candidate as well as depict   the skills and other abilities like decision making ability for that particular job may be uploaded in the website and the candidates may be asked to fill it and send it along the CV. This questionnaire will give recruiters the idea about the expectation of the candidate. On the basis of Biodata and the questionnaire, the candidates are to be shortlisted.

It is not important that we recruit highly qualified workers, but it is important that we recruit right candidates whose expectations match with our job title and profile. This will help us retain the staff for longer period.