Recruitment And Sources -AbhishekSingh

8/4/2019 Recruitment And Sources -AbhishekSingh

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RECRUITMENT AND ITS SOURCES

ABHISHEK SINGH

BBA (MOM)

028

HUMAN RESOURCE MANAGEMENT

www.bbaexperts.com(Abhishek Singh)


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INTRODUCTION:-

According to Edwin B. Flippo, Recruitment isthe process of searching the candidates foremployment and stimulating them to apply for

jobs in the organization.

It is a linking activity that brings together those

offering jobs and those seeking jobs.



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PROCESS OF RECRUITMENT:-

Recruitment is a positive process as it attracts suitableapplicants to apply for available jobs.

The process of recruitment involves certain steps, which are asfollows:-

Identifies the different sources of labour supply.

Assesses their validity.

Chooses the most suitable source or sources.

Invites applications from the prospective candidates for thevacant jobs.



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SOURCES OF RECRUITMENT:-

The various sources of recruitment can begrouped into two categories:-

INTERNAL SOURCES (within theenterprise)

EXTERNAL SOURCES (outside the org.)



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RECRUITMENT SOURCES:-

INTERNAL SOURCES

v

Transferv Promotion

EXTENAL SOURCES

v Recruitment at factory

gate

v Casual callers

v Advertisement

v Emp. Agencies

v Telecasting

v Recommendations

v Educational inst.



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INTERNAL SOURCES:-

v Transfer:-

It involves the shifting of emp. from one job to another, one

department to another or from one shift to another.It does not involve any drastic change in the responsibility, pay and

status of employee.

v Promotion:-

It leads to shifting an emp. to a higher position, carrying higherresponsibility, facilities, status and pay.

Filling vacancies in higher jobs from within the org. has the benefit ofmotivating the existing employees.



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BENEFITS OF INTERNAL SOURCES:-

v Employees are motivated to improve theirperformance.

v Morale of the employment is increased.

v Filing of jobs internally is cheaper ascompared to getting candidates fromexternal sources.



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DRAWBACKS OF INTERNAL

SOURCES:-

v When vacancies are filled through internalpromotions, the scope for fresh talent isreduced.

v The spirit of competition among the emp.may be hampered.

v Frequent transfer of emp. may reduce theoverall productivity of the org.



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EXTERNAL SOURCES:-

v Direct recruitment:-

An important source of recruitment is direct recruitment by placing a

notice on the notice board of the enterprise specify the details of the jobsavailable.

It is also known as recruitment at the factory gate.

v Casual callers:-

The org. which are regarded as good employers draw a steady streamof unsolicited applications in their offices.

This serves as a valuable source of manpower.



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v Media advertisement:-

Advertisement in newspaper or trade and professional journals isgenerally used when qualified and experienced personnel are notavailable from other sources.

Most of the senior positions in industry as well as commerce arefilled by this method.

v Emp. Agencies:-

Employment exchanges run by the government are regarded as agood source of recruitment for unskilled, semi-skilled and skilledoperative jobs.

v Telecasting:-

The practice of telecasting of vacant posts over T.V. is gainingimportance these days.

Special programmes like job watch, youth plus etc. over theT.V.have become quite popular in recruitment for various types of jobs.



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v Recommendations:-

Applications introduced by friends and relatives may prove to be agood source of recruitment. In fact, may employers prefer to take suchpersons because something about their background is know.

v Educational institutions:-

Jobs in commerce and industry have become technical and complex

to the point where college degrees or diplomas are widely required.

Therefore, some organizations maintain a close relation with theuniversities and inst. for recruitment of various jobs.



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ADVANTAGES OF EXTERNAL

SOURCES:-

v By using external sources of recruitment, themanagement can make qualified and trainedpeople to apply for vacant jobs in theorganization.

v When the vacancies are advertised widely, alarge number of applicants from outside theorganization apply.

v The fresh talent in the organization isintroduced.



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DISADVANTAGES OF EXTERNAL

SOURCES:-

v External recruitment may lead to dissatisfactionand frustration among existing employees.

v Recruitment from outside the takes a long timetherefore, it is lengthy process.

v It is very costly process to recruit the employeesfrom outside and the response may be uncertain.



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THANK YOU !!!

This is all about the RECRUITMENT. Hope uall have been able to get a brief theoreticaloverview of this presentation.


Recruitment And Sources -AbhishekSingh

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