Sources
of Recruitment
The different sources of recruitment could be classified into two broad
categories, viz.,
a. Internal
sources and
b. External sources
Internal
Sources
The various internal sources are
1. Present employees
2. Employee referrals
3. Former Employees
4. Previous applicants
Present Employees
Promotions and transfers from
among the present employees can be a good source of recruitment. Promotion
implies upgrading of an employee to a higher position carrying higher status,
pay and responsibilities.
Former Employees
Former employees are another
source of applicants for vacancies to be filled up in the organization. Retired
or retrenched employees may be interested to come back to the company to work
on a part-time basis. Some former employees, who left the organization for any
reason, may again be interested to come back to work.
Employee Referrals
The existing employees refer
their family members, friends and relatives to the company as potential
candidates for the vacancies to be filled up most effective methods of
recruiting people in the organization because employees refer to those
potential candidates who meet the company requirement by their previous
experience.
Previous Applicants
Those who applied previously and whose
applications though found good were not selected for one reason or other may be
considered at this point of time. Unsolicited applications may also be
considered.
Advantages
of internal source are
Familiarity with their own employees
Better use of the talent
Economical recruitment
Morale booster
Gives motivation.
Disadvantages
of Internal Source
Limited choice
Discourages competition
Creates conflicts.
External
Sources
1. The different external sources are
2. Employment Exchanges
3. Advertisements
4. Employment Agencies
5. Professional Associations
6. Campus Recruitment
7. Deputation
8. Word-of-Mouth
9. Raiding.
Employment
Exchanges
After India’s independence,
National Employment Service was established to bring employees and job seekers
together. In response to it, the Compulsory Notification of Vacancies Act of
1959 (commonly called Employment Exchange Act) was enacted which became
operative in 1960. Under S4 of the Act, it is obligatory for all industrial
establishments having 25 workers or more, to notify the nearest employment
exchange of vacancies in them, before they are filled. Employment exchanges are
particularly useful in recruiting blue-collar, white collar and technical
workers.
Employment
Agencies
In addition to the government
agencies, there are a number of private employment agencies who register
candidates for employment and furnish a list of suitable candidates from their
data bank as and when sought by prospective employers. The main function of
these agencies is to invite applications and short list the suitable candidates for the organization. Of course, the final decision
on selection is taken by the representatives of the organization. The
representatives of the employment agencies may also sit on the panel for final
selection of the candidates.
Advertisement
Advertisement is perhaps the most
widely used method for generating many applications. This is because its reach
is very high. This method of recruitment can be used for jobs like clerical,
technical and managerial.
While preparing advertisement, a
lot of care has to be taken to make it clear and to the point. It must ensure
that some selection among applicants takes place and that only qualified
applicants respond to the advertisement. Advertisement copy should be prepared
very well to answer AIDA. That is, the advertisement should arrest attention,
gain interest, arouse desire and result in action.
Professional Associations
Very often recruitment for
certain professional and technical positions is made through professional
associations. Institute of Engineers, Indian Medical Association, All India
Management Association etc., provide placement services for their members. For
this, the professional associations prepare either list of job seekers or publish
or sponsor journals or magazines containing advertisements for their members.
Campus Recruitment
This is another source of recruitment. This is gaining
popularity in India. The advantages are:
Most of the eligible candidates are available at one place.
The interviews are arranged in a short notice.
The teaching faculty can also be consulted.
Gives opportunity to sell the organization to a large students’ body who would be graduating subsequently.
Deputation
Yet another source of recruitment
is deputation i.e., sending an employee to another organization for a short
duration of two or three years. This method of recruitment is in vogue in
Government Departments and public sector organizations. This method provides
ready expertise and the organization does not have to incur the initial cost of
induction and training.
Word-of-Mouth
Some organizations in India
practice ‘the word-of-mouth’ method of recruitment. In this method, the word is
passed around about the possible vacancies or openings in the organization.
Another form of word-of-mouth recruitment is “employee-pinching” ie., the
employees working in another organization are offered an attractive offer by
the rival organizations. This method is economic, both in terms of time and money.
Raiding
or Poaching
Raiding or poaching is another
method of recruitment whereby the rival firms by offering better terms and
conditions, try to attract qualified employees to join them. This raiding is a
common feature in the Indian organizations.
Merits
of External Source
Larger availability of talented candidates.
Opportunity to select best candidates.
Provides healthy competition among job seekers.
Demerits
Expensive and time consuming
Unfamiliarity with the organization
Discourages the existing employees and they may feel belittled.