RECRUITMENT
6. Evaluation of Recruitment Programme
6.6 SOURCES OF RECRUITMENT (Chandramohan, 2008)
Recruitment sources are broadly into two types, namely, internal sources and external sources. Management decides about the sources depending upon the type of candidates need, time lapse period etc. It has to select the recruitment technique after deciding upon the source. They are as follows:
SOURCES OF RECRUITMENT
Internal sources External sources 1. Present permanent employees 1. Campus recruitment 2. Present temporary/ Casual
employees
2. Private Employment Agencies/
Consultants
3. Retrenched/Retired Employees 3. Public Employment Exchanges
4. Dependent of Deceased 4. Data Banks
5. Disabled, Retired and Permanent Employees
5. Casual Applicants
6. Employee referrals 6. Similar Organization/Competitors
7. Promotions 7. Trade Unions
8. Transfers 8. Advertising
9. Walk-in 10.Consults in 11.Head Hunting 12.Body Shopping
13.Mergers & Acquisitions 14.Tele Recruitment
INTERNAL SOURCES Present Permanent Employees
Organization consider the candidates from this source for high level jobs due to availability of most suitable candidates for jobs relatively or equally to the external source, to meet the trade unions demands and due to the policy of the organization to motivate the present employees.
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Present Temporary or Casual Employees
Organization find this source to fill the vacancies relatively at the lower level growing the availability of suitable candidates or trade unions pressures or in order to motivate them on the present job.
Retrenched or retired employees
Generally, a particular organizational retrenches the employees due to lack of work.
The organization take the candidates for employment from the retrenched employees due to obligations, takes the candidates for employment from the retrenched employees due to obligation, trade union prefers to re-employ their retired employees as a token of their loyalty to the organization or to postpone some interpersonal conflicts for promotions etc.
Promotion
Promotion can be defined as “the advancement of an employee for a better job with special reference to increasing the salary and status”. Most of the internal candidates would be encouraged to take up higher responsibilities and express their willingness to be engaged in the higher level jobs if management gives them the assurance that they will be promoted to the next higher level.
Transfers
Transfers can be defined as “It is the changing of the employee from one place to another place without the changing the status and responsibilities”. Employees will be stimulated to work in the new section or places if management wishes to transfer them to the places of their choice.
EXTERNAL SOURCES Campus Recruitment
Different types of organizations like industries, business firms, service organization, social or religious organizations can get inexperienced candidates of different types from various educational institutions like colleges and universities.
Private Employment Agencies/Consultants
Public employment agencies or consultants like ABC Consultants in India perform recruitment functions on behalf of a client company by charging fees. Line managers relieved from recruitment function so that they can concentrate on their operational activities and recruitment functions are entrusted to a private agency or consultants. But due to
limitations of high cost, ineffectiveness in performance, confidential nature of this function, managements sometimes do not depend on this source.
Public Employment Exchange
The Government has set-up Public Employment Exchanges in the country to provide information about vacancies to the candidates and to help the organizations in finding out suitable candidates. The Employment Exchange Compulsory Notification or Vacancies Act, 1959 makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges. These industries have to depend on public employment exchanges for the specified vacancies.
Professional Organization
Professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisitions. They also act as an exchange between their members and recruiting firms in exchanging information, clarifying doubts etc. Organizations find this source more useful to recruit the experienced and professional employees like executives, managers, engineers.
Data Banks
The management can collect the bio-data of the candidates from different sources like Employment Exchange, Educational Training Institutes, candidates etc. and feed them in the computer. It will become another source and the company can get the particulars as and when it needs to recruit.
Casual Applicants
Depending upon the image of the organization, its prompt response, participation of the organization in the local activities, level of unemployment, candidates apply casually for jobs through mail or hand over the applications in the Personnel Department. This would be a suitable source for temporary and lower level jobs.
Similar Organization
Generally, experienced candidates are available in organization producing similar products or are engaged in similar business. The management can get potentially suitable candidates from this source. This would be the most effective source for executive positions and for newly established organizations or diversified or expanded organizations.
Trade Unions
Generally, unemployed or underemployed persons or employees seeking change in employment put a work to the trade union leader with a view to getting suitable employment due to latter’s intimacy with management. As such, the trade union leaders are aware of the
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availability of candidates. In view of this fact and in order to satisfy the trade union leaders, the management enquires trade unions for suitable candidates.
Advertising
Advertising is a widely accepted technique of recruitment. It provides the candidates in different sources, the information about the job and enterprises and stimulates them to apply for jobs. It includes advertising through different media like newspapers, magazines of all kinds, radio and television, etc.
Walk-in Interviews
The busy organizations and the rapid changing companies do not find time to perform the various functions of recruitment. Therefore, they advise the potential candidates to attend for an interview directly and without a prior application on a specified date, time and at a specified place. The suitable candidates from among the interview will be selected for appointment after screening the candidates through tests and interviews.
Consult-in
The busy and dynamic companies encourage the potential job-seekers to approach them personally and consult them regarding the jobs. The companies select the suitable candidates from among such candidates through the selection process.
Head – Hunting
Head – hunters are also called ‘search consultants’. The companies request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advise the company regarding the filling up to the positions.
Body Shopping
Professional organizations and the hi-tech training institutes develop the pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. Otherwise, the organizations themselves approach the prospective employers to place their human resources. These professional and training institutes are called ‘body shoppers’ and their activities are known as ‘body shopping’. The body shopping is used mostly for computer professionals.
Business Alliances
Business alliances like acquisitions, mergers and takeovers help in getting human resources. In addition, the companies do also have alliances in sharing their human resources on ad hoc basis.
Tele-recruitment
The technological revolution in tele-communication helped the organizations to use internet as a source of recruitment. Organizations advertise the job vacancies through the
‘world wide web’ internet. The job-seekers send their applications through e-mail or internet.
Outsourcing
Some organizations started developing human resource pool by employing the candidates for themselves. These organizations do not utilize the human resources; instead they supply HRs to various companies based on their needs on temporary or ad-hoc basis.
Various companies, rather employing HRs, draw HRs from these organizations on commission basis. This arrangement is called out-sourcing.
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