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  • 1. BY, S.ANCHAL GUPTA ROLL NO:482
  • 2. EXTERNAL SOURCES OF RECRUITMENT • PRESS ADVERTISEMENT Advertisements of the vacancy in newspapers and journals.  EDUCATIONAL INSTITUTIONS Campus recruitment
  • 3. • PLACEMENT AGENCIES Private consultancy firms Known as RPO(Recruitment Process Outsourcing) • EMPLOYMENT EXCHANGES Provide job information to job seekers. Help employers in finding suitable candidates.
  • 4. • LABOUR CONTRACTORS Manual workers can be recruited through contractors. • UNSOLICITED APPLICANTS Many job seekers visit the office of well known companies on their own.
  • 5. • EMPLOYEE REFERRALS/RECOMMENDATIONS Current employees of the organization can refer their friends and relatives for some position in their organization. • RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate. These may be employed whenever a permanent worker is absent.
  • 6. • WEB PUBLISHING Internet-popular source E.g. www.naukri.com, www.jobstreet.com • MANAGEMENT CONSULTANTS OR HEAD HUNTERS recruit technical, professional and managerial personnel specialize in middle level and top level executive maintain data banks of person E.g. A.F.Ferguson and Co ,ABC Consultants
  • 7. ADVANTAGES • 1. Wider Choice • With the availability of large pool of qualified candidates, the selection process becomes more competitive in choosing the best suited candidate. • 2. Qualified Personnel • External sources of recruitment provide a pool of talented candidates for selection purpose. With the large pool of potential candidates, it introduce new blood in the organization. • 3. Fresh Talent • External recruitment facilitates the entry of fresh talents in an organization. It encourages the inflow of new ideas, knowledge and skills required to perform the tasks.
  • 8. • 4. Competitive Spirit • External recruitment creates an environment for healthy competition in between internal employees and external members, who are supposed to be more trained and efficient. • 5. Environmental Adaptation • Since external recruitment encourages the entry of new skills, knowledge and ideas in the organization, it helps in accompanying environmental changes. • 6. Fairness • Being an open process, external recruitment provides opportunity to all prospective candidates to apply for the vacant position in the organization. This, in turn, widens its options of selection.
  • 9. DISADVANTAGES • 1. Expensive • requires an extra cost for vacancy announcement, arrangement for employment office, etc. • 2. Dissatisfaction • When the qualified employees are recruited from outside the organization, the existing employees may feel dissatisfied with their jobs and leave the organization. • 3. Long Process • Various activities such as vacancy announcement, application collection, review of application forms, selection process etc. need to be performed before the placement of the candidate.
  • 10. • • 4. Adaptability Problem More time will be needed for them to be familiar with organizational arrangements. • • 5. Competition The existing employees think the new comers as their competitive. As a result of which, organization faces a great loss of productivity and quality. • • 6. Uncertain Response The fresh candidates may not be suitable for the job due to the limited information about outsiders.
  • 11. DIFFERENCES PROMOTING FROM WITHIN HIRING EXTERNALLY Potential Advantages 1) Easier to assess applicants since more information is available 2) Less costly and quicker than an external search 3) Promoted employee is already familiar with organization policies, culture, etc. 4)Signals to employees that career opportunities exist in organization 5) Improve employee morale and organization loyalty 6)Lower costs for some jobs 7) Less likely to make major changes and “upset the apple cart” Potential Advantages 1) Provides new ideas / fresh perspectives 2)May bring new insights from other industries 3)Hiring experienced employee can reduce training needed 4)Internal politics may be avoided (e.g., less upsetting to present organizational hierarchy) 5)Allows rapid growth 6)Increase diversity 7)Only hire at one level 8)Bigger talent pool / more applicants Potential Disadvantages 1)Narrowing of thinking and stale ideas (inbreeding) 2)May not help turn company around 3)Training will be needed and learning curve will occur for the job duties 4)Internal politics will occur (e.g., possible discontent of rejected applicants; new subordinates discount new boss’ knowledge and expect special treatment; etc.) 5)Difficult to do with rapid growth 6)Affirmative action goals may be more difficult to achieve 7)Smaller talent pool / fewer applicants Potential Disadvantages 1) Less information available on applicants 2)Search takes longer and costs more 3)Outsider takes time to become familiar with current systems and organization culture 4)Destroys incentive of present employees to strive for promotion 5)Can hurt employee morale and loyalty 6)May have to pay more for the job 7)Current organization members may fight new ideas
  • 12. RECENT TRENDS • E RECRUITMENT • Internet as a source of recruitment • The job seekers send their applications or curriculum vitae i.e. CV through email. Alternatively, job seekers place their CV’s in worldwide web. ADVANTAGES: • Low cost • No intermediaries • Reduction in time for recruitment • Recruitment of right type of people • Efficiency of recruitment process
  • 13. • OUTSOURCING • A company may draw required personnel from outsourcing firms. • The outsourcing firm conducts the initial screening of the candidates according to the needs of the organization. • In turn ,the outsourcing firms charge the organization, for their services. ADVANTAGES • Company need not plan for human resources in advance. • Value creation, operational flexibility and competitive advantage. • Company is free from salary negotiations, weeding the unsuitable resumes/candidates. • Save resources and time.
  • 14. • POACHING/RAIDING • Buying talent rather than developing it is the new mantra of the corporate world. • Offering attractive pay packages, higher perks and better terms and conditions. • INTERNSHIPS • Involves employment during summer before graduation from college, specially in some technical course. • Known as SUMMER PLACEMENT • Talented interns may be offered regular jobs on completion. • • • • WALK,TALK AND WRITE INTERVIEW Advertisement is posted in a daily newspaper or cyberspace Walk-in: contact HR over phone. Talk –in: send application through email

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