After the organization decided the manpower needs-skillwise, numbers etc then it should look for sources –both internal and external to generate a sufficient number of applicants.If there is inadequate supply of labour and skills internally, then it must effectively get its message across to external candidates.
The organization’s choice of method of recruiting makes all the difference of the recruiting efforts
There are 2 method of recruiting- internal and external
Many aspects of recruiting can be evaluated- the effectiveness of recruiters- organization sets goals to recruiting by types of employees. For ex-a goal to a recruiter may be to hire 350 unskilled and semi skilled employees,or 100 techs,or 100 machinists or 100 managers per year. Then the organization decides who are the best recruiters. They may be those who meet or exceed quotas and those whose recruits who stay with the organization and are evaluated well by their superiors. ???
Sources of recruits can also be evaluated. For ex in a college campus recruiting the organization can divide the number of job acceptances by the number of campus interviews to compute the cost per hire at each college
The methods of recruiting that are used by a company can be evaluated along various dimensions.
In addition the organization can calculate the cost of each method(like advertising) and divide it by the benefits it yields(acceptance of offers).
The organization can also examine how much accurate job information was provided during the recruitment process
The 66 percent quality of hire is a relative value.It will be up to the management to determine whether this represents an excellent,good,fair or poor level
When you are evaluating recruitment strategy in the quality of hire you have to be cautious- performance ratings and promotion rates are beyond the control of the recruiter. A good new employee may leave due to lack of opportunities of promotion,inadequate performance ratings or job market conditions that have nothing to do with the effectiveness of the recruiter.
7.Alternatives to recruiting personnel when work must be completed is by overtime,temporary employees employee leasing
8.Advertising,personal recruiting, computerized matching services,special event recruiting,summer internships are some of the methods of external recruitment
9.The criteria that characterize a successful college recruiter include –showing a genuine interest in the applicant(s),being enthusiastic.employing a style that is neither too personal nor too stressful,allotting enough time for applicants comments and questions