Advertisements
Advertisements
Question
Explain briefly Casual Callers and Labour Contractors as external sources of recruitment
Solution
An organisation has to switch to external sources of recruitment as all the positions cannot be filled in through internal sources only. Casual Callers and Labour Contractors are regarded as two external sources of recruitment.
Casual Callers: This is the database of unsolicited applicants kept by business organisations which is referred to fill in vacancies when they arise. A list of job-seekers is prepared using the database with the firm which is later screened to fill in the suitable position with the business organisation. This method is less expensive and is regarded as a major source of recruitment.
Labour Contractors: Recruitment through labour contractors is quite a good source of recruitment. This is because labour contractors maintain close contacts with labourers and
they can provide the required number of unskilled workers at a short notice. Labour contractors are themselves employees of the organisation who further employ workers under them. However, this system has an inherent limitation which is witnessed when the contractor who recruits these workers decides to leave and takes all his/her contractual workers with him.
APPEARS IN
RELATED QUESTIONS
Atul-The Assistant Manager. Vikas-The Marketing Head and Leena. The Human Resource Manager of 'Montac Enterprises Ltd.' decided to leave the company.
The Chief Executive officer of the company called the Human Recource Manager. Leena and requested her to fill up the vacancies before leaving the organisation, Leena suggested that her subordinate Miss Rama Wadhwa is very competent and trust worthy, if she could be moved up in the hierarchy, she would do the needful. The Chief Executive Officer agreed for the same. Miss Rama Wadhwa contacted 'Smith Recruiters' who advertised for the post of marketing head for 'Montac Enterprises Ltd'. They were able to recruit a suitable candidate for the company. Atul's vanancy was filled up by screening the database of unsolicited applications lying the office.
a. Name the internal/external sources of recruitment used by 'Montac Enterprises Ltd', to fill up the above state vacancies.
b. Also state any one merit of each of the above identified source of recruitment.
Vinod - The Human Resource Manager, Umesh - The Assistant manager and Ashok - The Marketing Head of Hitashi Enterprises Ltd. decided to leave the company. The Chief Executive Officer of the company called the Human Resource Manager, Vinod and requested him to fill-up the vacancies before leaving the organization. Vinod suggested that his subordinate Rajesh is very competent and trustworthy. If he could be moved up in the hierarehy, he would do the needful. The Chief Executive Officer agreed for the same. Rajesh contacted 'Zenith Recruiters' who advertised for the post of marketing head for 'Hitashi Enterprises Ltd.'. They were able to recruit a suitable candidate for the company. Umesh's vacancy was filled-up by screening the database of unsolicited applications lying in the office.
a. Name the internal/external sources of recruitment used by 'Hitashi Enterprises Ltd.' to fill-up the above stated vacancies.
b. Also, state any one merit of each of the above identified source of recruitment
Explain Direct Recruitment and Advertisement as external sources of recruitment
State any four advantages of external sources of recruitment
Why are internal sources of recruitment considered to be more economical?
Answer the question briefly.
Explain any two sources of external recruitment used in today’s world.
What are the steps involved in the process of recruitment?
Write a short note on: Internal sources of recruitment.
The process of manning various jobs in the organisation with the right person is known as ______.
Identify and explain the two sources of the source of recruitment which cannot be used when the existing staff is either insufficient or does not fulfil the eligibility criteria of the jobs to be filled.
Which of the following is not a disadvantage of using external sources of recruitment?
Rajan Ltd. decided to change their organization structure and shift to functional structure. So, it decided to hire four different Heads for Sales, Accounts, Purchase and Production from outside the company to bring fresh talent. It publishes advertisement and shortlists 20 candidates for each position after conducting various selection tests. Out of the following, identify the next step to be followed by Rajan Ltd.
In which of the following external source of recruitment, applicants are introduced by the present employees :
Mrs. Ahilya Pasi is the Principal of a prestigious school in New Delhi. The school has a vacancy of a headmistress/headmaster of the junior wing of the school. The senior teachers of the school have the opinion that only internal candidates should be considered for this post. However, Mrs. Pasi and the management would like to invite applications from external sources too. Briefly explain any three justifications the management can provide to convince the staff for inviting applications of external candidates for the vacant post.
| The Human Resource Manager of Alfa Ltd. a leading air-conditioner manufacturer requires employees for various posts. He wanted to opt for a source of recruitment where the background of potential candidates is sufficiently known. He knew that applicants introduced by present employees or their friends and relatives may prove to be a good source of recruitment. |
- Identify the external source of recruitment discussed in the above paragraph.
- State any four advantages of external sources of recruitment.
State any four limitations of using internal sources of recruitment.
“Filling vacancies for various job positions from within the organisation has many limitations." State any four such limitations.
