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. 

Explain any five sources of external recruitment.

Answer 1

1. Advertisements: Advertisements in newspapers and journals are the most widely used method of recruiting staff. Whenever an organisation wants to fill a vacancy, it may issue advertisements providing details of the role and the required qualifications. Employment News is a special newspaper that contains only job advertisements from public- and private-sector organisations in our country.
   Advertising is a convenient and cost-effective channel for recruitment. It provides a large pool of candidates across 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 office box number. 
2. Employment Exchanges: The Government of India has established employment exchanges nationwide to address unemployment. They register the names, addresses, and other particulars of job seekers. When employers post job vacancies on these exchanges, they submit the names of suitable candidates. Employment exchanges conduct screening to provide employers with 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 However, employment exchange records are generally outdated, and many candidates referred by them do not attend the interview. Employment exchanges are a good source of recruitment for semi-skilled staff.
3. Placement Agencies: Several recruitment agencies, such as ABC Consultants, A.F. Ferguson Associates, and S.B. Billimoria Co., provide recruitment and selection services. The employer can hire such an agency to handle the entire recruitment process. The agency will advertise the job, receive and screen applications, select suitable candidates, and shortlist them. The employer saves time and effort and benefits from the agency’s expertise. His identity is also kept secret. But the agency charges a substantial fee. This source is used to recruit senior managers and technicians.
4. Campus Interviews: Business roles have become highly technical and require well-educated professionals. Business houses are therefore increasingly approaching educational institutions to recruit managerial and technical staff. For example, students graduating from IIMs and IITs are recruited on campus every year. Campus recruitment is very convenient and inexpensive. The employer receives support from the educational institute’s placement cell for recruitment and selection. Well-educated people become available very quickly through campus recruitment, which is convenient and cost-effective. The employer receives support from the educational institute’s placement cell for recruitment and selection. Well-educated people become available very quickly without institutions. That is why campus recruitment has become increasingly popular, particularly when prior job experience is not required.
5. Recommendations: Applicants introduced by current employees or their friends and relatives may be a good source for recruitment. Such applicants are likely to be good employees because their backgrounds are partially known. A preliminary screening is conducted because current employees know both the company and the candidates, and they aim to satisfy both. Many family-owned companies prefer candidates recommended by employees, as the employees serve as sureties for the new recruits. Some organisations have agreements with trade unions to give preference to relatives and friends of current or retired employees, provided they meet the necessary qualifications and experience. Trade unions are an important source of factory workers.
6. Casual Callers: Many well-reputed business organisations draw a steady stream of unsolicited applicants to their offices. Such job seekers can be a valuable source of labor. 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 recruitment source is that it avoids the costs of recruiting from other sources. However, unsolicited applicants may disrupt the enterprise’s daily routine.
7. Direct Recruitment: Under this recruitment method, a notice is posted on the enterprise’s notice board specifying the details of available positions. Job seekers assemble outside the organisation’s premises on the specified date, and selection is conducted on the spot. This is also known as factory gate recruitment. Direct recruitment is used for casual vacancies in unskilled or semi-skilled roles. Small workshops recruit turners, fitters, welders, and others through this channel. Recruitment of soldiers in the army is done at the Bharti Daftar.
8. Labour Contractors: Labour contractors maintain close contact with labourers and can provide the required number of workers on 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 various names, such as Sardar, Mukaddam, and Thekedar. The disadvantage of this system is that if the contractor leaves the organisation, all workers recruited through him will also leave. The popularity of this recruitment system is declining in India.

Answer 2

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