03. Sources of Recruitment

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Sources of Recruitment:

 External and Internal Sources of Recruitment


                                 
               

         A.    Internal Sources: 

 1. Present Employees:

Promotions and transfers among current employees can be an excellent source of new hires. Promotion refers to an employee being promoted to a higher position with increased prestige, compensation, and responsibility. Promotion from among current employees is advantageous since promoted people are familiar with the organization's culture, are driven, and it is also less expensive.

Promotion among current employees also decreases the need for on-the-job training. The downside is that it limits the pool of candidates to a few and prevents outsiders who may be more qualified and skilled from being hired. Furthermore, promoting from inside causes inbreeding, which causes frustration among those who are not promoted.


2.  Former Employees

Former employees are another source of candidates for open positions inside the company. Employees who have been laid off or retired may be interested in returning to work part-time for the company. Similarly, some former employees who left the company for whatever reason may be interested in returning. This source has the benefit of employing personnel whose performance has already been evaluated by the company.

 

3. Employee Referrals

This is another another internal recruitment source. Existing employees refer family members, acquaintances, and relatives to the company as potential applicants for open positions.

 

4. Previous Applicants

This is an internal source in the sense that the organization already has applications from possible applicants on file. Organizations may contact applicants via mail or messenger to fill openings, particularly for unskilled or semi-skilled positions.


            B. External Sources

 1. Employment Exchanges

Blue-collar, white-collar, and technical professionals can all benefit from employment exchanges. According to a Gopalji research of 31 organizations across the country, recruitment through employment exchanges is the most preferred method for clerical staff, or white-collar occupations.

 

2. Employment Agencies

The employer organisations derive several advantages through this source. For example, this method proves cheaper than the one organisations recruiting themselves. The time saved in this method can be better utilized elsewhere by the organisation.

As the organisational identity remains unknown to the job seekers, it, thus, avoids receiving letters and attempts to influence. However, there is always a risk of loosing out in screening process done by the agencies, some applicants whom the representatives of the organisation would have liked to meet and select.

 

3.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. The higher the position in the organisation, the more specialized the skills or the shorter the supply of that resource in the labour market, the more widely dispersed the advertisements is likely to be.

 

4.  Professional Associations

Professional associations, commonly known as "headhunters," are frequently used to fill particular professional and technical roles. Placement services are provided by organizations such as the Institute of Engineers, the Indian Medical Association, and the All Indian Management Association. Professional associations do this by preparing a list of job searchers or by publishing or sponsoring periodicals or publications with adverts for their members.

 

5. Campus Recruitment

Employer organizations benefit from the campus recruitment strategy in several ways. First, the majority of candidates are in one location; second, interviews are scheduled on short notice; third, the teaching faculty is also met; and fourth, it allows them to sell the organization to a big number of students who will be graduating soon. The downsides of this form of recruitment are that organizations must limit their selection to only "entry" positions and only interview individuals with similar degree and experience.

 

6. Deputation

Deputation, or sending an employee to another organization for a period of two to three years, is another form of recruitment. In government departments and public sector organizations, this form of recruitment is used in a nice way. Deputation is advantageous because it delivers ready experience without incurring the upfront costs of introduction and training.

 

7. Word-of-Mouth

This strategy involves spreading the word about potential job openings within the company. Another form of word-of-mouth recruitment is "employee-pinching," in which competitor organizations make an appealing offer to employees who work for another company. This strategy is cost-effective in both time and money.


8. Raiding or Poaching

Another type of recruitment is raiding or poaching, in which other organizations try to acquire competent personnel by providing better terms and conditions.


Referance:

Internal Sources of Recruitment: Advantages and Disadvantages (techjockey.com)

Sources of recruitment: Internal and external recruitment (recruitee.com)


                   



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