Different and Effective ways of recruiting :
Recruitment refers to the overall process in which appropriate candidates (whether permanent or temporary) are attracted, selected, and appointed within the organization. In times of heavy competition, the ability to attract high — quality human resources is considered a real competitive advantage for organizations This attraction of potential employees and their acceptance of job offers has recently recognized the important role of recruitment in ensuring organizational success.
Sources of Recruitment: Whenever there is a vacancy in the company, generally the vacancies need to be filled. As soon as the available vacancies are known, the company advertises through different media channels may be through print media, or electronic media, TV, radio. A company having two sources for recruitment that is internal recruitment and external recruitment.
Internal Sources: The process of recruiting the existing employees by promoting, transferring, or rotating their jobs for vacant positions.
(i)Present employees: Promoting and transferring the existing employees is the better source of recruitment. Transfer request to shifting the employee from one position to the other promoting the present employee reduces job training and recruitment cost. It is a cost-effective approach and it enhances the employee’s morale and job satisfaction.
(ii)Former employee: Retired, retrenched, layoff or resigned employees are other sources for internal recruitment, the former employees who are interested to work with the company will be hired, and the employees who left the company for any reason and again show interest to get back into the company. The main advantage of this approach is that the employee performance is already known to the company and both of them are aware of each other.
(iii)Employee Reference: the existing employees may refer their friends, family member, or relatives to the company vacancy, this is one of the most effective methods of recruiting people because the existing employees know the actual company requirements, he/she may refer the potential candidates for the particular job.
(iv)Previous Applicants: The company maintains the previous applicants’ information data for future requirements of the company. The company maintains the candidates ‘profiles, which are rejected might be any part of the time in the recruitment process. Organizations maintain the list of probable applicants along with their contact numbers when the position is vacant, they contact them to apply for the available job.
External Sources:
It is the process of recruiting employees from the external environment.
(i)Employment exchanges:
Employment exchange is initiated by the government to combine, those people who are looking for jobs and those employers who are looking for employees as quickly as possible, every unemployed individual needs to register, should enclose their academic qualifications, records, etc.
(ii)Schools colleges and Universities:
It is the process companies directly visit the educational institutions to recruit fresh candidates, it is also known as campus drive or placement drive. It is a cost-effective process where many students can apply for vacant positions but conducting the interviews for all the students consume more time.
(iii)Advertisement:
This is the most used by the many organizations, the advertisement can be given in print media or electronic media, print media such as newspapers, journals, electronic media such as internet, social media platforms, and as well as TVs, radio. Effective recruitment is based upon selecting the best advertising method.
(iv)Head-hunters:
Head-hunters are the recruiters who understand the client’s business requirements and collect the information and gathering the pools of candidates and find the best suitable candidate for the role, unlike the recruiters ‘head-hunters having vast knowledge in technical background.
(v)Consultants:A recruitment consultant is intermediate between the company’s client and the potential job seekers recruitment consultants work with the client organizations and they develop a relationship to better understanding the requirements and the consultants are responsible for the attraction of the job seekers and match the permanent or temporary positions of client organizations.
(vi)Labour Contractor:Labor contractors keep in touch with the labours and bring them to the places where they are needed; on the basis of commission, the contractor is ready to supply the required manpower to the companies.
(vii)Unsolicited Employees:
a)Walk-in:Where the companies are advertising without specifying the positions the intention of the walk-in is to grab the number of applicants.
The applicants write a letter to the company enclosing with their series and requesting them to contact whenever any related vacancy arise according to the profile.
c)Talk-In:
Applicants directly approaching the company and meeting the HR officer and inquiry about the position vacancy.