The document discusses external recruitment methods used to hire candidates from outside an organization. It lists common external recruitment methods such as advertising, employment agencies, recruiters, special events, internships, executive search firms, unsolicited walk-ins, open houses, event recruiting, virtual job fairs, and cyber recruiting. It also provides brief descriptions of each method and notes the advantages of accessing an external candidate pool are a wider range of skills and innovation while disadvantages include greater costs and slower hiring.

2. GROUP MEMBERS
•AMNA
•GHALIB
•AROOBA
•NABIHA

3. EXTERNAL
RECRUITMENT
PROCESS

4. Define Recruitment
The process of finding and hiring the
best qualified candidate (from
within or outside of an
organization) for a job opening, in
a timely and cost effective manner.

5. What is External
Recruitment
• External recruitment is the
assessment of an available pool of
job candidates, other than existing
staff. It is the process of hiring
people from outside the
organization by using external
channels

6. Methods of External
Recruitment
Recruitment methods are the
specific means through which
potential employees are
attracted to the firm.

7. Methods of External
Recruitment
• Advertising
• Employment Agencies
• Recruiters
• Special Events
• Internships
• Executive Search Firms
• Unsolicited Walk-In Applicants

8. Methods of External
Recruitment
• Open Houses
• Event Recruiting
• Virtual Job Fairs
• Cyber Recruiting

9. Advertising
• A way of communicating the employment
needs within the firm to the public through
media such as radio,
• newspaper, television, industry publications,
and the Internet.
• Some times organizations can perform the
recruitment function through blind
advertisements in blind advertisements no
identification about the company is provided
to applicants.

10. Employment Agencies
• An organization that helps firms
recruits employees and, at the same
time, aids individuals in their attempt
• to locate jobs. There are two types of
the employment agencies i.e.
• • Public Employment Agencies.
• • Private Employment Agencies

11. Recruiters
• The most common use of
recruiters is with technical
and vocational schools,
community colleges, colleges
and universities

12. Special Events
• It is a recruiting method that
involves an effort on the part
of a single employer or group
of employers to attract a large
number of applicants for
interviews.

13. Internships
• A special form of recruiting that involves
placing a student in a temporary job. There
is no obligation on the part of the company
to permanently hire the student and no
obligation on the part of the student to
accept a permanent position with the firm.
Hiring college students to work as student
interns is typically viewed as training
activity rather than as a recruiting activity.

14. Executive Search Firms
• Executive search firms sometimes called
HEAD HUNTERS are specialized form of
private employment agencies that place top
level executives and experienced
professionals. These are the organizations
that seek the most-qualified executive
available for a specific position and are
generally retained by the company needing a
specific type of individual.

15. Unsolicited Walk-In
Applicants
• If an organization has the
reputation of being a good
place to work, it may be able
to attract good prospective
employees without extensive
recruitment efforts.

16. Open Houses
• Firms pair potential hires and
managers in a warm, causal
environment that encourages
on-the-spot job offers.

17. Event Recruiting
•Attend the events that the
people you are seeking go
to.

18. Virtual Job Fairs
• Individuals meet recruiters face-to-
face in interviews conducted over
special computers that have lenses
that transmit head-and-shoulder
images of both parties.

19. Cyber Recruiting
• Organizations can also use web
sites and internet sources to recruit
people application submission test
and interview and other recruitment
and selection activities can be
performed online.

20. External Recruitment
Advantages
• New Workers can bring new skills
and innovation to the organization
• The organization attracts a wider
pool of home and abroad
• More chances of recruiting a good
fit because the organization is
recruiting from a wider pool

21. External Recruitment
Disadvantages
• More Expensive
• Existing employees will not have
the chance to enhance the careers
• Recruitment process may be slower