Recruitment is the process of searching prospective employees and stimulating them to apply for jobs in the organisation. Thus, it is also called a positive process.
There are two sources of recruitment, which can be adopted by an organisation:
External sources of recruitment means inviting candidates from outside the organisation. There are many types of external sources of recruitment.
The important external sources of recruitment are as follows:
(i) Direct recruitment Under this, a notice is placed on the notice board of the enterprise specifying the details of the jobs available. Job seekers assemble outside the premises of the organisation on a specific date and selection is done on the spot. It is usually used to employ ‘casual’ or ‘badli’ workers, who are paid remuneration on daily wage basis. The merit of using this method is that it is inexpensive and does not involve any cost.
(ii) Casual callers Many business organisations keep a database of unsolicited applicants in their files. Such files can be recalled to fill the current vacant positions in the organisation. The major merit of using this source is that it is an inexpensive method of recruitment.
(iii) Advertisement Advertising in newspapers and trade journals is a common method of encouraging people to apply for jobs. The advantage of using advertising is that it can give a lot of information about the job as well as the company. But, sometimes it may lead to a flood of response, largely made «p of applications from unsuitable candidates.
(iv) Employment exchange These are run by government and help to match personnel demand arid supply by serving as a link between job seekers and employers. Since, records of these exchanges are not up-to-date, candidates referred by them may not be suitable.
(v) Placement agencies and management consultants These provide a nationwide service in matching personnel demand and supply. They compile the bio-data of large number of candidates and provide them to organisation on demand. Such agencies charge a fee for the service they provide to organisations. They help organisations to recruit technical, professional and managerial personnel easily.
(vi) Campus recruitment Many organisations maintain a close link with universities, vocational and management institutes, in order to recruit fresh talent and qualified personnel. On one hand, it gives good opportunities to freshers to be employed in reputed firms and on the other hand, provide qualified manpower in a cost effective way.
(vii) Recommendations of employees Employees of an organisation recommend the names of their friends, relatives and neighbors, which prove to be a good external source of recruitment. It is a reliable source as the background of the suggested candidate is well known.
Labour contractors They maintain close contacts with labourers and they can provide large number of workers at short notice. A major drawback of using this source is that if there occurs a conflict with the contractor, the entire workforce quits from work.
(ix) Advertising on television Advertising through television allow enterprises to reach a large number of people, providing detailed information regarding the job as well as the company.
(x) Web publishing Internet is becoming a common source of recruitment these days. There are many websites like naukri.com, monster.com, designed to provide information to both job seekers and employers.