recruitment. sources of recruitment. merits and de-merits of internal sources. merits and de- merits of external sources

3. According to Dalton Mcfarland :- “the term recruitment applies to
the process of attracting potential employees of the company.
Edwin Flippo, “recruitment is the process of
searching for prospective employees and
stimulating them to apply for the jobs in the
organization.

5. There are basically TWO internal sources of recruitment. They are :-
1) Promotion – whenever a job falls vacant, it can be filled
up by giving a promotion to the present employee of the
company. It is based on the promotion polices followed by
the company and the performance of the employee.
2) Transfer - A transfer is a relocation of an
employee to the same class in a different
department or job site or to a related
classification within the same salary range.
This depends on the transfer policy which is
followed by the company and efficiency of
the employee.

6. ADVANTAGES OF INTERNAL SOURCES
 It increases the morale among the staff members of the company.
 Giving promotions keep the employee happy.
 It attracts efficient staff members.
 The training expenses may be reduced to some extent.
 A person who has got a promotion, inspires the staff members to
acquire a thorough knowledge of his job.
 Internal promotion helps the staff members to drive job satisfaction.
 A promoted staff member may make use of his past experience in
the new post.
 It increases the security of the job of the staff member.
 A new responsibility can be entrusted safely to the promoted staff
members on the basis of the contents of service register.
 It ensured the continuity of job to the staff members and stability of
the organization.
 It induces the staff members to work hard to get promotion.
 Such expenses as on advt., recruitment, test and interview are
avoided.

7. De merits of internal sources
If the higher is filled internally, the company will not be able to get
fresh and original ideas and initiative from the staff members.
The outsiders do not have a scope to show their ability in the
performance of the work.
An under qualified person maybe appointed in the higher post.
If the promotion is a guarantee to internal staff members after the
expiry of a specific period, the concerned staff member does not care
to work efficiently.

8. There are various external sources of
recruitment.
Such as –
I. leasing
II. Field trips

9. III. Jobbers and contractors IV. Unsolicited applications
V. Waiting list

10. VI. Educational institution VII. Personnel
consultant
VIII. Employment exchange

11. IX. Gate applicants X. Recommendations
XI. Advertisement

12. i. Choice
ii.New outlook
iii.Wide experience

13. i. Gruging of old employees
ii. Lack of co-operation
iii.Expensive
iv.Trade unions
v. Danger of non-adjustment

14. RECRUITMENT SOURCES
CONSIDERED BY APPLICANTS