Recruitment strategy refers to the process of attracting suitable candidates to apply for a vacancy arising within an organization. When an organization needs individuals with certain skill sets, it taps the market. It may require individuals to join the organization to supplement the existing skill or complement the existing skills. In both the cases after careful job analysis and manpower planning an organization develops a candidate profile. This comprises the technical skills sort and the attitude. Depending upon the status of the job market an organization deploys its sources of recruitment(Company website, search agencies, head hunters, campus placement, newspaper advertisement and others). The primary function of these sources is to identify the right kind of people for the vacancy and motivate them to apply to the organization. Recruitment is followed by selection. They are related but not the same though the term recruitment has a blanket usage for attracting, selecting and bringing people on board, which is practically wrong. The stages of the recruitment process include: job analysis and developing some person specification; the sourcing of candidates by networking, advertising, and other search methods; matching candidates to job requirements and screening individual’s candidature. Depending on the size and practices of the organization, recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by either public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies.