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External recruitment : An external recruitment means filling vacancies

from outside the organisation. Mostly entry level jobs are filled by new
entrants from outside the organisation. It is done when the organisation
feels necessary to inject new blood into the organisation for fresh
ideas, initiatives, etc., when it is diversifying into new avenues, when it
is merging other organisation .
An organisation decides to pursue recruits from the outside when it
concludes that no qualified people inside are available. That is, when
specification of the openings available & the KSAOs required fails to
yield a match among job incumbents, then a search begins for an
appropriate recruitment.
Acc to The community for Human Resource Management, External
Recruitment can be defined as sources of recruitment that are found
outside the employment.

Advantages of External Recruitment

Wide range

Arrival of fresh talent

Motivational force

Stimulates innovation

Long term benefits

Disadvantages of External Recruitment


Time consuming


Lack of employee loyalty

Clash between new & old employees

May lead to turnover

Sources of External Recruitment :

Advertisement in News Paper, TV/Radio, Internet

Wanted signboards


Employment exchange

Campus Recruitment

Employee Referrals

Unsolicited Applications.

Advertisement: A way of communicating the employment needs within the firm to the public through
media such as radio, newspaper, television, and the Internet.

Advertisement in news papers : Senior posts are largely filled by this method. This method is, however,
followed by companies in 3 different ways:

First, there are some companies which do not do their own advertising. On the other hand they send
their requisitions to certain specialised agencies which advertise positions in leading newspapers
without divulging the name of the client company. The applications received from the candidates by
the agencies are duplicated and mailed to the clients.

Second, there are some companies which although do their own advertising but give only box numbers.
Box number advertisements generally do not draw good candidates who feel that it is not worthwhile to
apply without knowing employers name. Third, there are some companies which divulge their names in
their advertisements.

Essentials of good advertisement :









User access

Candidate segmentation





Poor quality

Short self life

Advertising on TV/Radio :

The practice of telecasting of vacant posts over T.V. (Doordarshan and other channels) is gaining
importance these days. Special programmes like Job Watch, Youth Pulse, Employment News,
etc. over the T.V. have become popular in recruitment for various types of Jobs.

The detailed requirements of the Job and the qualities required to do it are publicised along-with
the profile of the organisation where vacancy exits. The use of T.V. as a source of recruitment is
less prevalent as compared to other sources.

The reasons for this are:

(i) Telecasting is an expensive medium.

(ii) The advertisement for the Job appears for a very short time and it is not repeated.

(iii) The candidates who dont watch T.V. will miss the information about Job vacancies.

(iv) If there is a power failure in any area, the candidate living in such area will miss the vacancies

Consultants : A consultant performs the recruiting function on behalf of a client organisation by

charging specified fee. In India, the prominent consultancy firms are ABC consultants, Oman
consultants, cooper & Lybrand, prince waterhouse coopers, nonle & Hewitt personal network (P)
ltd etc., who work on fees ranging from 15% to 20%. The smaller one charge from 8.33% to 12%.
But due to high cost involved & ineffective performance & confidential nature, many organisations
don not depend on this source.

Recruitment consultants advertise, interview & produce a shortlist. They provide expertise &
reduce the workload. The organisation can be anonymous if it wishes. Most recruitment
consultants charge fee based on a percentage of the basic salary for the job .


Details regarding the job is communicated to the consultant in the written form.

Consultant may search the candidate through data base, job patrol or advertise, for the suitable

Shortlist candidates & conduct preliminary interview, & recommend their names to the clients

Client informs on date time etc., for personal interview of shortlisted candidates.

Finally feedback about selection/rejection/ wait listing is given to the consultant.

Advertising on Internet/website : Anemployment websiteis aweb sitethat deals specifically

withemploymentorcareers. Many employment websites are designed to allowemployersto post job
requirements for a position to be filled and are commonly known as job boards. Employmentsites
offer employer reviews, career and job-search advice, and describe different job descriptions
oremployers. Through a job website a prospective employee can locate and fill out ajob
applicationor submitresumesover the Internet for the advertised position.

Display on recruitment portals

Social networking sites


Easy to reach candidates

Reach higher quality employees

Increase ROI

Enhance brand image


Time consuming

May lead to disappointment

Wanted signboards : Display of sign boards or banners in front of the workplace or any where else
is also a successful recruitment tool. Company can drape a banners across the front of the building
or post a sign, inviting customers, clients & any other passer-by to stop in to inquire about
employment opportunities. The banner or sign boards can simply state that there are jobs

Employment exchange: An employment exchange is an office set up by the government for bringing
together as quickly as possible those men who are in search of employment and those employers who are
looking for men. Employment exchanges register unemployed people and maintain the records of their
names, qualifications, etc.

The employers on their part intimate the exchange about the vacancies which occur in their factories and
types of employees they require for filling up these vacancies. Whenever any vacancy is intimated, the
exchange selects some persons from among the employment seekers already registered with it and
forwards their names to the employers for consideration.

In addition to government agencies, there are several private employment agencies especially retained by
the organisations at a certain fee, usually to select personnel for supervisory and higher levels. Names
like Datamatics, Ferguson, etc., frequently appear in the Indian newspapers.



Helps in employment Assessment


Limited candidates

Renewing of registration

Campus Recruitment :Campus placement is a popular method for the selection of personnel in an
organization. In campus recruitment procedure, the companies visit some top technical and
professional institutes to hire young and well-groomed crowd. Campus recruitment carries a
significant place in the modern era. As different from traditional methods where job seekers approach
employers in this process, the employers themselves visit various high profile institutes in search of
energetic upcoming talent. Institutes hire a Placement Officer to co-ordinate with the companies in
organizing the entire campus recruitment procedure.

Pool Campus

This job placement program is conducted within a group ofcolleges .And in this job is given as an off
campus placement.
Thisjob placementprogram is for students from other institutions. This program will be conducted in
a common place (it may be in a college or in some public place) where students from different
colleges will take part.

Project Placement

Companiesrecruitstudents to do their academic project in the interiors industrial environment.


Availability of Wide Choice

Saves time & efforts of the company

Selection of best & right candidate


Quality candidates


Lack of experienced candidates

Dissatisfaction of students

Expensive Affair

Unsolicited Applications : Another source of job applicants is the files maintained by the company
of unsolicited applicants. Unsolicited applications, whether hey reach the employer by letter, email, telephone or in person, constitute a source of perspective applicants. Although unsolicited
applicants depend on economic conditions, the organisations image, & the job seekers
perception of the types of jobs that might be available, this source does provide an excellent
supply of stock piled applications.

Advantage : there is only one advantage of this type of recruitment that ther may be immediate
recruitment if there is opening.

Disadvantage is: it may be waste of time writing letters to an organisation that simply has no
openings. And one is not sure of the kind of vacancy so it is difficult to tailor the specific

Job fairs : Job fair is an event usually organisaed by a third party recruitment consultant at a
neutral venue like school, college auditorium or grounds. Companies are saving time & effort in
participating in fairs, as they can put up a stall & meet multiple candidates on the same day. This
medium is popular in BPO, retail, hospitality & banking sectors. It is the greatest way for
employers to attract a pool of cndidates in one settilg- not only for immediate openings but for
future openings also.


Needs can be filled immediately

Future oriented (future needs can also be filled)

Cost per hire is reduced slightly


Mass appeal

Limited quality time

Making an impression (introvert)

Job Advertising: