The most crucial component of the recruitment process is finding qualified individuals and alerting them about the company's openings. Candidates may be found both within and outside of the organisation. In general, there are two types of sources of information:
1. Internal Sources
2. External Sources
1. Internal Sources
When a vacancy emerges in the company, it is possible that it will be filled by an employee who is already on the payroll. Promotion, transfer, and, in some situations, demotion are all internal causes. When a deserving employee is promoted to a higher position, it inspires all other employees to perform harder. Internal advertisements can be used to notify staff about such a vacancy.
Internal Sources Methods:
(A) Transfers
A transfer is when a person moves from one position to another that is similar. There will be no change in rank, responsibility, or prestige as a result of this. Transfers do not increase the number of people.
(B) Promotion
Promotions relate to people being moved into positions with increasing prestige, responsibilities, and compensation. Higher-level roles that become available may be filled from within the company. A promotion does not result in an increase in the number of people employed by the company. An individual who is moving up in the company will leave his current position.
(C) Existing Employees
A company's current employees are alerted about potential unfilled opportunities. Employees recommend family members or people who are close to them. The burden of finding potential candidates has been lifted from management's shoulders.
Employees' recommendations may be usually suited for occupations because they are familiar with the requirements of various positions. Existing employees bear full responsibility for those they recommend and ensure that they behave and perform properly.
2. External Sources
When existing personnel are unable to fill higher-level positions, all organisations must turn to external sources for help. Expansions necessitate the hiring of additional personnel.
The following are some external resources:
(A) Advertisement
It is a common means of hiring skilled professionals, clerical workers, and higher-level employees. Newspapers and professional journals are good places to advertise. These adverts attract a significant number of applications of varying quality. Good advertisement preparation is a specialised work. If a company wishes to remain anonymous, it may issue a "blind advertisement" instructing applicants to apply to Post Bag or to a marketing firm.
(B) Employment Exchanges
Some employment exchanges are run by the government. It is frequently used as a source of recruiting for unskilled, semi-skilled, skilled, clerical, and other positions. In some circumstances, it has been made mandatory for businesses to notify the employment exchange of their openings. Employers used to engage these services solely as a last resort in the past. Employment exchanges bring job-seekers and job-givers together.
(C) Schools, Colleges and Universities
Direct hiring from educational institutions for specific jobs that require technical or professional training has become commonplace. A good working relationship between the organisation and educational institutions aids in the recruitment of qualified candidates. During the course of their education, the pupils are observed. This method can be used to hire junior executives or managerial trainees.
(D) Existing Employee Recommendation
Both the organization and the individual being recommended are familiar to the current personnel. As a result, several businesses urge their current employees to help them obtain applications from people they know. In some situations, bonuses may be offered if applicants nominated by them are chosen by the company. Employee morale will be harmed if recommendations lead to favouritism.
(E) Factory Doors
Every day, certain workers show up at the industrial gate looking for job. In India, this approach of hiring unskilled or semi-skilled labour is highly prevalent. The first-line supervisors choose the most desirable prospects. The main downside of this technique is that the individual chosen might not be the best fit for the job.
(F) Visitors
Personnel who come to the organisation on a sporadic basis for work may also be considered for the open position. It is the most cost-effective form of recruitment. This form of recruitment is quite prevalent in sophisticated countries.
(G) Central Application File
It's possible to keep a file of former candidates who weren't chosen. Applications in the files must be checked at regular periods in order to keep the file alive.
(H) Labour Unions
All recruits in certain occupations, such as construction, hotels, and the marine industry (i.e., industries with high job insecurity), mainly originate from unions. It is useful from the point of view of management because it reduces recruitment costs. In other areas, though, unions may be asked to nominate candidates as a formality or as a goodwill gesture.
(I) Former Employees
Employees who have been laid off or who have left the factory on their own may be rehired if they are interested in working for the company (provided their record is good).
(J) Other Sources
Apart from these key sources of external recruitment, organisations also use a variety of other methods from time to time. These include special lectures given by recruiters at various institutions, albeit these talks do not appear to be directly related to recruitment.
Then there are video clips that are delivered to various businesses and institutions to demonstrate the company's history and development. These films tell the company's storey to a variety of audiences, piqueing their interest.
Various companies host trade exhibitions that attract a large number of potential employees. Many times, adverts are placed for a specific type of worker (for example, married women who worked prior to their marriage).
These women can also serve as a valuable supply of labour. Similarly, there is a labour market for physically disabled people. Visits to different companies can also aid in the discovery of new sources of employment.
