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Sources Of Recruitment

Recruitment Home » Sources Of Recruitment
Every organisation has the option of choosing the candidates for its recruitmen
t processes from two kinds of sources: internal and external sources. The source
s within the organisation itself (like transfer of employees from one department
to other, promotions) to fill a position are known as the internal sources of r
ecruitment. Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of The recruitment.

SOURCES OF RECRUITMENT
there are two tyes of sources :
1 Internal sources 2 External sources
1 Internal sources :(a)
1. TRANSFERS
The employees are transferred from one department to another according to their
efficiency and experience.
2. PROMOTIONS
The employees are promoted from one department to another with more benefits and
greater responsibility based on efficiency and experience.
3. Others are Upgrading and Demotion of present employees according to their per
formance.
4. Retired and Retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work. recruitment such pe
ople
save time and costs of the organisations as the people are already aware of the
organisational culture and the policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are
also done by many companies so that the members of the family do not become dep
endent on the mercy of others.
(b) EXTERNAL SOURCES:
1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used sourc
e of recruitment. The main advantage of this method is that it has a wide reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a
good source of recruiting well qualified executives, engineers, medical staff e
tc. They provide facilities for campus interviews and placements. This source is
known as Campus Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of cli
ent companies by charging a fee. These

agencies are particularly suitable for recruitment of executives and specialists . 7. It is also known as RPO (Recruitment Process Outsourcing) 4. Also. Recruitment costs and financial implications. Factors affecting the recurtiment: Internal factors and external factors (1)INTERNAL FACTORS: Internal Factors Affecting Recruitment The internal factors or forces which affecting recruitment and can be controlle d by the organisation are 1. It may i nvolve organizational system to be developed for implementing recruitment progra mmes and procedures by filling up vacancies with best qualified people. 2.HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the e xisting manpower of the organization.LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. Such cal lers are considered nuisance to the daily work routine of the enterprise. it will . Recruitment Management can inquire these leaders for suitabl e jobs. 8. In some organizations these are formal agreements to give priority in re cruitment to the candidates recommended by the trade union.EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country.RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whe never a permanent worker is absent. 3. FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors. Need of the organization. RECRUITMENT POLICY The recruitment policy of an organisation specifies the objectives of recruitmen t and provides a framework for implementation of recruitment programme. These exchanges provide job information to job seekers and help employers in identify ing suitable candidates. It also helps in determining the number of employees to be recruited and what qualification they must possess. Government policies on reservations. the office bearers of trade unions are often aware of the suitabi lity of candidates. 5. This source is used to recruit labour for cons truction jobs.SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. 6. More efficient among these may be recruited to fill permanent vacancies.UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Preferred sources of recruitment.EMPLOYEE REFERRALS / RECOMMENDATIONS Many organisations have structured system where the current employees of the org anisation can refer their friends and relatives for some position in their organ isation. But ca n help in creating the talent pool or the database of the probable candidates fo r the organisation. If the organ ization is planning to increase its operations and expand its business.

If the candidate can t meet crite ria stipulated by the union but union regulations can restrict recruitment sourc es. When the company is not creating new jobs.IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. trade unions play important role in recruitment. physically handicapped etc. If there is surplus of man power at the time of recruitment.POLITICAL-SOCIAL. This restricts management freedom to select those individua ls who it believes would be the best performers. For example finance was taken up by fresher MBA s when many finance companies were coming up.GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding it s operations. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an impo rtant determinant in the recruitment process. A c . If the company has a demand for mo re professionals and there is limited supply in the market for the professionals demanded by the company. then the company will have to depend upon internal sou rces by providing them special training and development programs. which will handle its operations. Also. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization.LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employme nt have direct impact on recruitment practices. The major external forces are: 1. External Factors Affecting Recruitment Recruitment Home » External Factors Affecting Recruitment The external factors which affecting recruitment are the forces which cannot be controlled by the organisation. there is often oversupply of qualified labour which i n turn leads to unemployment.UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth o f the economy (whether economy is growing or not and its rate). 3. An org anization with positive image and goodwill as an employer finds it easier to att ract and retain employees than an organization with negative image. 5. Image of a c ompany is based on what organization does and affected by industry. Government of India has introduced legislation for reservation in employment for scheduled castes. scheduled tribes. organizations try to employ t hat source of recruitment which will bear a lower cost of recruitment to the org anization for each candidate. 6. Recent trend of recurtiment policy OUTSOURCING In India.COST Recruitment incur cost to the employer. 4.COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organisations. For example. 4. many a times the organisations h ave to change their recruitment policies according to the policies being followe d by the competitors. 5.think of hiring more personnel. the HR processes are being outsourced from more than a decade now. To face the competition. even informal attempts at the time of recruiti ng like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. therefore. 2.

?Recruitment of right type of people. Advantages of outsourcing are: 1. E-recruitment is the use of technology to assist the recruitment process. as it weakens the competitive strength of the firm. But it is seen as an unethical practice and not openly talked about. Indian software and the r etail sector are the sectors facing the most severe brunt of poaching today. the organisation might be a competitor in the industry. 5. operational flexibility and competitive advantage 3. In turn.Company is free from salary negotiations. A company can attrac t talent from another firm by offering attractive pay packages and other terms a nd conditions. ?No intermediaries ?Reduction in time for recruitment.turning the management's focus to strategic level processes of HRM 4. weeding the unsuitable resumes/candi dates. Poaching means employing a competent and experienced per son already working with another reputed company in the same or different indust ry. The job seekers send their applications or curricu lum vitae i. 2.Company can save a lot of its resources and time POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being followed by t he organisations today. which can be drawn by prospective employees depe nding upon their requirements. ?Efficiency of recruitment process. They advertise job vac ancies through worldwide web. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various compan ies as per their needs. CV through e mail using the Internet. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. Alternatively job seekers p lace their CV s in worldwide web. . the outsourcing firms or the intermediaries cha rge the organisations for their services.Value creation.e. better than the current employer of the candidate. The outsourcing firms help the organisation by the initial screening of the candidates according to t he needs of the organisation and creating a suitable pool of talent for the fina l selection by the organisation. It has become a challenge for human resource managers to face and tackle poaching.Company need not plan for human resources much in advance.ompany may draw required personnel from outsourcing firms. Advantages of recruitment are: ?Low cost.