Recruitment is the process of identifying and attracting potential employees to an organization. Every engineering company must have an effective recruiting strategy in place that allows it to attract and retain high-quality employees. The key to an effective recruiting strategy is having one that fits budget, time capacity and the business. Therefore, it is recommended that the engineering company starts with appropriate predictive measures by developing plans to fill future vacancies based on available internal and external talent. Recruitment can be done internally through promotion of current employees or through employee referrals and other external sources. Internal recruiting is generally the most cost-effective recruiting approach for organizations. This method is very inexpensive compared to other methods and is also fully controlled by internal hiring managers who are more in tune with the company's mission and goals. By hiring internally, the individual is already familiar with the organization and its practices, and vice versa. Additionally, internal recruitment also improves morale and motivation at work. Since the engineering profession is very technical, it is recommended that the company promotes from within, as employees already know the technical skills and competencies required to succeed within the organization. The disadvantage of internal recruiting strategies is that they do not attract new employees with different skills and perspectives. It also leads to poor morale among employees not selected for promotion. In these cases, the organization must recruit from external sources. It is encouraged that the organization also recruits externally through referrals for management positions. It is their responsibility to effectively recruit employees they believe to be the most qualified through internal sources, external sources, and completion of the RJP. Recruiting a potentially qualified employee results in an interesting training and development stage for the company because it is beneficial for the long-term career development of the new employee. It is essential that the management adheres to the system proposed by the organization and implements it to achieve maximum efficiency from its employee. The recommended performance management strategies enhance the new employee's motivation and will most likely lead to a successful career with the company. An HRM system through which all departments of the company are integrated can improve the efficiency of all individuals in the company, and therefore the financial results of the company..