2. EXTERNAL SOURCES OF RECRUITMENT
• PRESS ADVERTISEMENT
Advertisements of the vacancy in newspapers and journals.
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
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
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
• 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
• 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.
• 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
• 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.
4. Adaptability Problem
More time will be needed for them to be familiar with organizational
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.
PROMOTING FROM WITHIN
1) Easier to assess applicants since more
information is available
2) Less costly and quicker than an external
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
6)Lower costs for some jobs
7) Less likely to make major changes and “upset the apple cart”
1) Provides new ideas / fresh perspectives
2)May bring new insights from other industries
3)Hiring experienced employee can reduce
4)Internal politics may be avoided (e.g., less
upsetting to present organizational hierarchy)
5)Allows rapid growth
7)Only hire at one level
8)Bigger talent pool / more applicants
1)Narrowing of thinking and stale ideas
2)May not help turn company around
3)Training will be needed and learning curve will occur for the job
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
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
Alternatively, job seekers place their CV’s in worldwide web.
• 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
• 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
• Save resources and time.
14. • POACHING/RAIDING
• Buying talent rather than developing it is the new mantra of the
• Offering attractive pay packages, higher perks and better terms and
• 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