SOURCE OF RECRUITMENT

SOURCE OF RECRUITMENT

        After the man specification is ready and the job content confirmed, it becomes necessary to consider the source from where such employee will be obtained. A large range of recruiting source are available to employers seeking job applicants. Basically, there are two source of recruitment:

(A) Internal Source

(B) External Source

(A) Internal Source: Internal sources of recruitment involve motivating the employees of the organization to apply for the openings within the organization. Job openings are informed to the employees of the same organization by giving internal advertisements, word of mouth or communication through the hierarchy.

1. Transfers: The employees of the organization are transferred to the similar jobs of other departments. It may not involve a change in salary, responsibility, and position of the job. Transfers help in reducing the boredom and monotony of the employees or it may be used to fill the vacancies with suitable internal candidates.

2. Promotion: “Promotion from within” is a widely accepted policy if recruitment in many organisation. A ‘promotion’ means appointing an employee to position of greater responsibility. It is a good source to meet personnel demand. Many companies maintain systematic promotion plans to fill up the vacancies created at the higher post.

3. Demotions: Depending on the performance of the employees of the organizations, sometimes managers have to take decisions regarding lowering the positions of few employees of the organization. These employees can act as a source of recruitment to the lower positions.

4. Retired Employees: An organisation may also consider those who served the company in the past but quit voluntarily or due to retrenchment and want to return if the organisation likes to re-employ.

5. Employees of the organization: Employees of the organization communicate or inform about the vacant positions of the organization to their friends and relatives. In many organizations, they allowed referring potential candidates for the suitable vacancies.

(B) External sources of recruitment: External sources of recruitment involve motivating the skilled and more efficient candidates external to the organization to apply for the vacant positions in the organization. Job openings are informed to the external environment by using various methods such as advertisements, campus recruitment, employment exchanges, walk in interviews, organizational websites, job fairs, and job portals.

1. Job portals: With the growing technology and internet usage, job portals are playing a major role in finding right candidates for right jobs. Job portals can inform up to date job alerts to the candidates and offer attractive benefits and packages to the employers. The tools and techniques used by the job portals highly reduce the efforts in finding the skilled candidates.

2. Advertisement: Advertising in various media is a widely used method of attracting persons. It is frequently used for skilled workers, clerical and higher staff. It can be given in newspapers and professional journals and on TV, radio, etc.

3. Company’s websites: With the increase in business operations and globalization, the need for human resources is also increasing day by day. To face a severe competition and to reduce the cost during the long run, many companies are setting up their own websites for finding and attracting candidates with competitive skills.

4. Campus Interview: Schools, colleges and universities at all levels offer opportunities for recruiting recent graduates or new diploma recipient. Most educational institutions operate placement service. This method offers technical as well as professional candidates.

5. Social networking sites: Communicating about vacant positions of the organization through social networking sites help in motivation and attracting the highly skilled and more efficient candidates to apply for the jobs.

6. Employee Referrals and Recommendations: Present employee of a concern may also recommend friends or relatives for jobs. Some employment cultivate this source, feeling that it provides a pre-selected class of applicants. Employee also take care to recommend a good candidate because such recommendation reflects on the recommender.

7. Job fairs and walk in interviews: Walk in interviews and job fairs are declared and conducted by companies to find the skilled candidates. Following this method highly reduces efforts in finding more efficient human resources for the bulk requirement.

8. Placement Agencies: Private agencies are believed to offer positions and applicants of a higher caliber. These have tended to serve in the technical and professional areas or in the relatively unskilled fields. These usually provide office and clerical help, accountants, computer staffs, salespeople, technical workforce and executive.

9. Labor Union: In certain occupations like building trades, hotels, and industries where there is instability of employment, labour unions supply employers with needed skilled employee. This source saves expenses of recruitment and screening. Unions may bargain with employer to rehire former employees.

10. Appointment Part-time Employee as Full Time: Sometimes, persons employed to perform heavy seasonal work on part-time basis. But these part-time employees may serve as  a good source of labour supply as and when vacancies occur.

11. Gate Recruitment: Certain workers present themselves at the factory gate everyday for employment. This source is used for unskilled and semi-skilled labour. This is used in case of substitute workers. These may be employed whenever a permanent worker is absent.