Recruitment, selection and talent management stages include: Internal factors and external factors bring to workforce planning staffing needs options: internal via external brings to recuritment attraction via sources brings to applicant pool brings to selection assessment brings to job performance measurement brings to job analysis brings to workfoce planning staffing needs opinions in cycle processing again.Capable people who will apply for jobs within a organization. First, there is a need to attract people's interest in applying for employment. It implies that people have a choice about which organizations they wish to work for, even though during times of recession such choices might be limited. People may be capable of fulfilling a role in employment, but the extent to which this will be realized is not totally predictable. How capability is understood is increasingly determined by an organization's approach to talent management and development.Under different labour market conditions, power in recruitment process will change between buyers and sellers of labour, the employers and employees respectively. Thus, in conditions of recession, employers are likely to reduce recruitment budgets and costs, paying more attention to developing the talent that has already been employed.⦁Online recruitmentBudgetary factors will also affect how recruitment channels are used, with more use of online recruitment. For example, the ageing profile of the workforce around the world requires an adjustment of recruitment policies, the use of the internet and agencies for recruitment reflected to younger applicants, whereas older workers were more dependent on formal channels of recruitment, such as newspapers and journals. In addition, there have been many more graduates leaving university, and graduate employment is becoming very competitive. Many graduates will take longer to find employment that matches ther skills. This might affect perceptions of the value to be gained from studying for a degree compared with the price of a degree.There is a difference, however, in what recruiters think is important to this generation and what the generation itself thinks . Although HR policies will be designed to achieve particular organizational targets and goals, those policies will also provide an opportunity for individual needs and be satisfied . This view assumes that a fit between a person and the environment can be found so that their commitment and performance will be enhanced.This an indication that the person to environment fit includes a person to organization fit, person to group fit and person to environment fit. If there is a match between the values within each of those areas expressed by the organization at th recruitment stage. The organization and the new recruits have a clear employees and can therefore manage those expectations.HRM could help to shape the direction of change, influence culture and help bring about the mindset that would decide which strategic issues mre considered. HR considerations, including the results of a review of the quantity and quality of people, the goals, objectives and targets whether they can achieve performance in an organization and for how work is organized into roles and jobs.There has been a rapid growth in online recuritment, e-recruitment. As a result, organizations are advised to consider the design of websites and the terms that applicants might use to carry out job and vacancy searches. The usability of a company's wesite affects an applicant's perception of a job, with a focus on hyperlinks and text rather than graphic images and navigation links. However, issues with e-recruitment, including the one-way communication system, the fact that it is impersonal and passive, and the fact that it creates an artificial distance between the individual and the company.⦁recruitment agent