Sources of Recruitment

 Sources of Recruitment

Mainly there are two sources of recruitment.

                  

Internal Sources: 

The number of people needed to fill the vacancies is known as the internal recruitment source.

1. Transfers: 

The transfer is the transfer of people from existing jobs to other similar jobs. These do not involve a change of rank, responsibility, or reputation. The number of people does not increase with transfers.

2. Promotions:

Promotions are about transferring people to better reputations, higher responsibilities and higher-paying positions. Vacancies can be filled within the institution itself. Promotion does not increase the number of people in the organization. Employees will be motivated to improve their performance so that they can get a promotion.

3. Present Employees:

Current employees who are concerned about potential vacancies will be notified. Employees recommend their relationships or people they know closely. People recommended by employees know the requirements of different positions and may generally be suitable for the job.

4. Internal Advertisement

Existing employees may be interested in accepting vacancies. Since they have been working for the company for a long time, they know the specifications and description of the vacancy. For their benefit, advertising is distributed within the company to educate employees.

External Sources:

Sources of recruitment for the number of people required outside the organization are called external sources of recruitment.

1. Advertisement:

It is a frequently used recruitment method for trained employees, clerks and senior staff. Advertisements can be placed in newspapers and professional magazines. These ads attract a large number of applicants with high variable quality.

2. Internet  (E-Recruitment):

Major companies currently use their websites to list jobs and attract candidates for recruitment. In addition to their own websites, companies often use other popular websites that list jobs. This source of recruitment gives employers and applicants the same speed advantage. A job can be listed in one day and a resume can begin arriving at the organization overnight by email.

3. Schools, Colleges and Universities:

It is common practice to recruit directly from educational institutions for certain jobs (i.e. placement) that require technical or professional qualifications. A close relationship between the company and the educational institution helps to find suitable candidates. Students work during their study period. Junior level executives or management trainees can be recruited in this way.

4. Factory Gates:

Some workers come to the factory gate every day for work. This method of recruitment is very popular for unskilled or semi-skilled workers. The preferred candidates are selected by the first class supervisors. The main disadvantage of this system is that the selected person is not suitable for the vacancy.

5. Central Application File:

A file of previously unselected past applicants can be maintained. To keep the file alive, applications in the file should be checked periodically.

6. Labour Unions:

In some occupations, such as construction, hotels, and the maritime industry (i.e., industries where job instability exists), all recruitment usually comes from unions. It is advantageous from a management point of view as it saves recruitment costs. In other industries, however, unions may be asked to recommend candidates in good faith or in favor of the union.

7. Labour Contractors:

This recruitment scheme is aimed at recruiting unskilled and semi-skilled workers. Contractors stay in touch with labor and bring workers to where they need to be. They get commissions for the number of people they provide.

8. Employment agencies

There are three types of employment agencies: public employment agencies, private employment agencies, and management consulting firms. Many companies attract and list individuals based on their skills and provide suitable candidates for corporate needs. Agencies also often have open castings that you can attend to get selected. They advertise the position, examine applicants against the criteria set by the employer, and usually provide a guarantee.

9. Former Or Retired Employees:

Sometimes employees are fired or left the organization by themselves, and if they want to get involved (if their record is good) they can be taken back to the organization.

Advantages & Disadvantages 

                                                                          www.whatishumanresource.com

References

Your Article Library. (2014). Sources of Recruitment of Employees: Internal and External Sources | Recruitment. [online] Available at: https://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-internal-and-external-sources-recruitment/25954 [Accessed 12 Dec. 2021].

‌Shawkat Jahan (2014). Sources of recruitment | Human Resource Management. [online] Human Resource Management | A School of Human Resource Management. Available at: http://hrmpractice.com/sources-of-recruitment/ [Accessed 12 Dec. 2021].

‌S Nirooshan (2019). Employee Recruitment and Retention. [online] Blogspot.com. Available at: https://snirooshan.blogspot.com/2019/05/recruitment-and.html [Accessed 12 Dec. 2021].

‌