What are the external sources of recruitment?

[rms]

What are the different types of external sources used for recruitment?

[nbm]

1. Advertising—Advertising in newspapers and periodicals is one of the most important methods ot recruitment. This is specially so in case of recruitment of management and technical personnel. The company needing manpower advertises details about the job, requirements, salary perquisites, duties and responsibilities etc. The advantage of advertising is that all details about the job can be given in advertisement to allow self-screening by the prospective candidates. Advertisement gives the management a wider range of candidates from which to choose. Its disadvantage is that it brings large number of applications whose screening costs may be quite heavy.

2. Employment Agencies—There are government as well as private employment agencies providing a nation-wide or area-wise service in matching personnel demand and supply. In India, there are employment exchanges and employment and guidance bureau which provide a range of service. In some cases, compulsory notification of vacancies to the employment exchange is required by law. Employment seekers get themselves registered with these exchanges. The employment exchanges bring the job-givers in contact with job-seekers. Employment exchanges are well regarded particularly in the field of unskilled, semi-skilled and skilled operative jobs. However, in the technical and professional area, private consultancy firms provide recruitment facilities. In metropolitan cities, there are several such agencies prominent among them are Tata Consultancy Service, A.F. Ferguson and Company, ABS Consultants etc.

3. Gate Hiring-In a country like ours, where there is a large number of unemployed people, it is usual to find job-seekers thronging the factory gates. Whenever workers are required, the people who are available at the gate, are recruited in necessary number. This method can be used safely for unskilled workers. In some industries, a large number of workers work as badli or substitute workers. Whenever a permanent worker is absent, a substitute is employed in his place from among the people at the gate.

4. Educational Institution—Direct recruitment from colleges and universities is prevalent for the recruitment of higher staff in western countries but not in India. Many big organisations maintain a close liaison with educational institutions for recruitment to various jobs. Various recruiting groups develop systematic formal university recruiting programmes. They hold preliminary on-campus interviews and select some students for final interview mostly at their offices.

5. Employee recommendations-In order to encourage existing employees, some concern have made a policy to recruit further staff only from the applicants introduced and recommended by employees or employees' union. Other conditions being equal, preference will be given to friends and relatives of existing employees.

6. Labour Unions—In many organisatios, labour unions are regarded as a source from which to recruit manpower. This facilitates increasing the sense of cooperation and in developing the better industrial relations. But sometimes trade unions support a candidate who is not suitable for the job and not acceptable to management. This weakens the labour relations.

7. Leasing—To adjust short term fluctuations in personnel needs, the possibilities of leasing personnel for some specified period may be considered. This system of leasing has been v. ell adopted by the public sector organisations with the rapid growth of public sector, the acute shortage of managerial personnel has been solved by borrowing the personnel from the Government departments. At the end of their term they are given option to choose either parent services or the present organisation.

8. Waiting Lists-Many organisations prepare waiting lists of candidates who have gone through the recruitment processes but who have not been employed for the time being. When the need arises, such candidates may be called for employment. Such a source can be developed through provisions of attractive employment.

9. Field Trips—At interviewing team makes trips to towns and tides which are known to contain the kinds of employees required by the enterprise. Arrival dates and the time and venue of interview are advertised in advance.

10. Unsolicited Applications—One of the important source of recruitment is unsolicited applicants who send their requests for appointment against a vacancy, if any. By appointing such casual callers the employer saves not only the selection and training costs but also expenditure in the form of pension, insurance and fringe benefits.

11. Labour Contractors—In many Indian industries, workers are recruited through contractors who are themselves the employees of these organisation.

12. Ex-empIoyees-Ex-employee means persons who have even worked in the enterprise and have left the organisation and now eager to return. Such employees having good record may be preferred. They will require less initial training.