EXTERNAL HIRING

MODULE - 4

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

Advantages of External Recruitment  Wide range  Arrival of fresh talent  Motivational force  Stimulates innovation  Long term benefits Disadvantages of External Recruitment  Expensive  Time consuming  Demotivating  Lack of employee loyalty  Clash between new & old employees  May lead to turnover .

Internet  Wanted signboards  Consultants  Employment exchange  Campus Recruitment  Employee Referrals  Unsolicited Applications. TV/Radio. .Sources of External Recruitment :  Advertisement in News Paper.

however. and the Internet.  Advertisement in news papers : Senior posts are largely filled by this method. there are some companies which divulge their names in their advertisements.  Essentials of good advertisement :  Catchy  Brief  Clarity  Completeness  Authenticity . Box number advertisements generally do not draw good candidates who feel that it is not worthwhile to apply without knowing employer’s name. newspaper. 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. there are some companies which although do their own advertising but give only box numbers. there are some companies which do not do their own advertising.  Second. This method is. Advertisement: A way of communicating the employment needs within the firm to the public through media such as radio. television. Third. The applications received from the candidates by the agencies are duplicated and mailed to the clients. followed by companies in 3 different ways:  First.

Advantages  Targeting  Flexibility  User access  Candidate segmentation Disadvantages  Costly  Competition  Audience  Poor quality  Short self life .

V. The use of T. Youth Pulse’. have become popular in recruitment for various types of Jobs. the candidate living in such area will miss the vacancies telecast. over the T. ‘Employment News’. etc.  (iii) The candidates who don’t watch T. (Doordarshan and other channels) is gaining importance these days. will miss the information about Job vacancies.V. Advertising on TV/Radio :  The practice of telecasting of vacant posts over T.  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.  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. Special programmes like ‘Job Watch’. .  (iv) If there is a power failure in any area.V. as a source of recruitment is less prevalent as compared to other sources.V.

The organisation can be anonymous if it wishes. cooper & Lybrand. job patrol or advertise.33% to 12%. for personal interview of shortlisted candidates.  Procedure  Details regarding the job is communicated to the consultant in the written form. & recommend their names to the clients  Client informs on date time etc.. In India. nonle & Hewitt personal network (P) ltd etc. Most recruitment consultants charge fee based on a percentage of the basic salary for the job . many organisations don not depend on this source.. The smaller one charge from 8.  Consultant may search the candidate through data base. interview & produce a shortlist. But due to high cost involved & ineffective performance & confidential nature. for the suitable match  Shortlist candidates & conduct preliminary interview. . Oman consultants. They provide expertise & reduce the workload.  Finally feedback about selection/rejection/ wait listing is given to the consultant. who work on fees ranging from 15% to 20%. prince waterhouse coopers.  Recruitment consultants advertise. the prominent consultancy firms are ABC consultants. Consultants : A consultant performs the recruiting function on behalf of a client organisation by charging specified fee.

and describe different job descriptions or employers. Many employment websites are designed to allow employers to post job requirements for a position to be filled and are commonly known as job boards. Employment sites offer employer reviews. career and job-search advice. Through a job website a prospective employee can locate and fill out a job application or submit resumes over the Internet for the advertised position.  Display on recruitment portals  Social networking sites Advantages  Easy to reach candidates  Reach higher quality employees  Increase ROI  Enhance brand image Disadvantages  Time consuming  May lead to disappointment . Advertising on Internet/website : An employment website is a web site that deals specifically with employment or careers.

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

 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. etc. Names like Datamatics.  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. Advantages  Economical  Helps in employment Assessment Disadvantages  Limited candidates  Renewing of registration . Employment exchanges register unemployed people and maintain the records of their names. the exchange selects some persons from among the employment seekers already registered with it and forwards their names to the employers for consideration. qualifications. there are several private employment agencies especially retained by the organisations at a certain fee.  In addition to government agencies. frequently appear in the Indian newspapers. usually to select personnel for supervisory and higher levels. Ferguson. Whenever any vacancy is intimated.. etc.

Campus recruitment carries a significant place in the modern era. the companies visit some top technical and professional institutes to hire young and well-groomed crowd.  Campus Recruitment :Campus placement is a popular method for the selection of personnel in an organization. In campus recruitment procedure. As different from traditional methods where job seekers approach employers in this process.And in this job is given as an off campus placement. the employers themselves visit various high profile institutes in search of energetic upcoming talent.  Pool Campus This job placement program is conducted within a group of colleges . 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. Institutes hire a Placement Officer to co-ordinate with the companies in organizing the entire campus recruitment procedure. This job placement program is for students from other institutions. .  Project Placement Companies recruit students to do their academic project in the interiors industrial environment.

Advantages  Availability of Wide Choice  Saves time & efforts of the company  Selection of best & right candidate  Loyalty  Quality candidates Disadvantages  Lack of experienced candidates  Dissatisfaction of students  Expensive Affair .

whether hey reach the employer by letter. constitute a source of perspective applicants. telephone or in person. & the job seeker’s perception of the types of jobs that might be available. the organisation’s image. Unsolicited Applications : Another source of job applicants is the files maintained by the company of unsolicited applicants. .  Advantage : there is only one advantage of this type of recruitment that ther may be immediate recruitment if there is opening. And one is not sure of the kind of vacancy – so it is difficult to tailor the specific requirements.  Disadvantage is: it may be waste of time writing letters to an organisation that simply has no openings. email. Although unsolicited applicants depend on economic conditions. Unsolicited applications. this source does provide an excellent supply of stock piled applications.

hospitality & banking sectors. retail. This medium is popular in BPO. as they can put up a stall & meet multiple candidates on the same day. Advantages  Needs can be filled immediately  Future oriented (future needs can also be filled)  Cost per hire is reduced slightly Disadvantages  Mass appeal  Limited quality time  Making an impression (introvert) . Companies are saving time & effort in participating in fairs. It is the greatest way for employers to attract a pool of cndidates in one settilg. college auditorium or grounds. Job fairs : Job fair is an event usually organisaed by a third party recruitment consultant at a neutral venue like school.not only for immediate openings but for future openings also.

 Job Advertising: .