Question

Mention any four sources of external recruitment.

Explain the external sources of recruitment.

Explain any three sources of external recruitment.

All vacancies at various levels in an organisation cannot be filled through internal sources of recruitment. Explain any five other sources of recruitment. 

Explain in brief the external sources of recruitment.

Explain Campus recruitment as external sources of recruitment.

Explain Placement agencies as external sources of recruitment. 

Answer 1

1. Advertisements: Advertisements in newspapers and journals is the most widely used method of recruiting staff. Whenever an organisation wants to fill job vacancies, it may issue advertisements giving details of the job to be filled in and the qualifications required for it. Employment News is a special newspaper which only contains job advertisements from public sector and private sector organisations in our country.
   Advertising is a convenient and economical source of recruitment. It provides a large pool of candidates from all parts of the country. Therefore, the organisation has sufficient choice in selection. Detailed information about the organisation and the job can be given in the advertisement to facilitate self-screening by prospective candidates. If necessary, the organisation can keep its identity secret by asking the applicants to reply to a post box number. 
2. Employment Exchanges: The Government of India has set up employment exchanges throughout the country to tackle the unemployment problem. They register the names, addresses and other particulars of job seekers. When employers notify job vacancies to these exchanges, they refer the names of suitable candidates. Employment exchanges carry out some screening so that employers get a list of qualified candidates. The employer does not have to spend money on advertisements. Some employment exchanges also provide counselling and research services. However, the records of employment exchanges are generally outdated and many of the candidates referred by them do not turn up for the interview. Employment exchanges are a good source of recruitment for semi-skilled staff.
3. Placement Agencies: Several recruitment agencies, like ABC Consultants, A.F. Ferguson Associates, S.B. Billimoria Co., etc., provide recruitment and selection services. The employer can hire such an agency to do the complete job of recruitment. The agency will advertise the job, receive and screen applications, select suitable candidates, and shortlist them. The employer saves his time and effort and gets the benefit of the agency's expertise. His identity is also kept secret. But the agency charges a substantial fee. This source of recruitment is employed for the recruitment of senior managers and technicians.
4. Campus Interviews: Jobs in business have become highly technical and require well-educated people. Business houses are, therefore, increasingly approaching educational institutions for managerial and technical staff. For example, students passing out from IIMs and IITs are recruited every year at the campus itself. Campus recruitment is very convenient and inexpensive. The employer gets help from the placement cell of the educational institute in recruitment and selection. Well-educated people become available very quickly without campus recruitment, which is very convenient and inexpensive. The employer gets help from the placement cell of the educational institute in recruitment and selection. Well-educated people become available very quickly without institutions. That is why campus recruitment has become very popular, particularly in cases where prior job experience is not required.
5. Recommendations: Applicants introduced by present employees or their friends and relatives may prove to be a good source of recruitment. Such applicants are likely to be good employees because their background is partly known. A type of preliminary screening takes place because the present employees know both the company and the candidates, and they would try to satisfy both. Many family-owned concerns give preference to the candidates recommended by the employees, as the latter stand as sureties for the new recruits. Some organisations have agreements with the trade unions to give preference to relatives and friends of present or retired employees, provided they possess the necessary qualifications and experience. Trade unions are an important source of recruiting workers in factories.
6. Casual Callers: Many well-reputed business organisations draw a steady stream of unsolicited applicants in their offices. Such job-seekers can be a valuable source of manpower. A waiting list of such visitors may be prepared, and they may be screened to fill the vacancies as they arise. The advantage of this source of recruitment is that it avoids the cost of recruitment from other sources. However, unsolicited applicants may become a disturbance in the daily routine of the enterprise.
7. Direct Recruitment: Under this source of recruitment, a notice is placed on the notice-board of the enterprise specifying the details of the jobs available. Job seekers assemble outside the premises of the organisation on the specified date, and selection is done on the spot. This is also known as recruitment at the factory gate. The practice of direct recruitment is followed for casual vacancies of unskilled or semi-skilled jobs. Small workshops recruit turners, fitters, welders, etc., through this source. Recruitment of soldiers in the army is done at the Bharti Daftar.
8. Labour Contractors: Labour contractors maintain close contact with labourers and they can provide the required number of workers at short notice. In some cases, employees themselves serve as contractors for the supply of workers. Labour contractors constitute an important source of recruitment in many industries in India. They are known by different names, such as Sardar, Mukaddam, Thekedar, etc. The disadvantage of this system is that if the contractor decides to leave the enterprise, all the workers recruited through him will also leave the organisation. The popularity of this system of recruitment is declining in India.

Answer 2

1. Advertisements
2. Employment Exchanges
3. Placement Agencies
4. Campus Interviews