Sources Of Human Resources

Recruitment
Internal Sources Of Recruitment
• Promotion
• Transfer
• Job rotation
• References employees
• Former unsuccessful candidates
• Former employees who left retirement
Promotion
• Promotion and transfer forms can be from internal recruitment for
the purpose of employment vacancies. Although recruitment by
promotion has lower costs and takes less, it can lead to conflicts
arising from the promotion of a person’s peers is not considered
suitable for the new post
Transfer
• Another form of internal recruitment is the internal transfer without promotion. This ensures, while forming a picture
of the organization to employees, their useful for future promotions. Transfers
• Transfers are often used within a business when the worker is needed elsewhere or when the worker can no longer
coexist with the other workers or supervisors in his current department. A transfer is generally considered a
permanent lateral move within a company and is designed to retain an employee who might otherwise be unsatisfied
with his current location or job within the company.
• Rotations
• Rotations are used in businesses when an employee may need to learn more than one aspect of working for a
company. Companies may use rotations for the purpose of cross-training, so that they can better utilize and maximize
the talents and skills of their workers. Job rotations also result in a transfer of sorts, from one department to another,
but they are not necessarily meant to be a permanent move. Instead, employees are moved with the expectation that
they will remain in that position for a period of time before moving on to the next job in the rotation.
Job rotation
• Job rotation is a form of temporary transfer from one job to another,
for a shorter or longer. This is used when you want employees to
know the various functional aspects of the organization. One of the
disadvantages of this type of recruiting employees is the cost of
adapting to the new post, the highest since transfer is shorter.
References employees
• References employees is a cheap and reliable source of information
if people give those references to assume responsibility is
expressing their opinion
Former unsuccessful candidates
• Former unsuccessful candidates prior to recruitment processes
whoes data is stored in a database, can be very good internal
resources for recruitment. The recruitment process is conducted in a
short time because you already know a few things about
prospective candidates
Former employees who left retirement
• Former employees who left retirement may be interested to rehire
or recommend others for vacant posts. The advantage that already
know their abilities, skills, personality, values, attitudes, and
performance of those who worked in the organization
Advantages Of Internal Recruitment
• Low costs for pre-employment activities
• Low costs for posts
• Recruitment is faster and less expensive
• No need for orientation
• It is much easier to attract candidates
• Better assessment of the candidate’s abilities
• Candidates show a high degree of organizational integration
• The selection is faster and more efficient
Cont.…..
• Motivating employee performance
• Increase employee morale as promotion
• Opportunities are perceived as stimulating
• Ensure the promotion of morality
• Increase the sense of belonging to the organization, loyalty
Disadvantages of internal recruitment
• Discouraging the promotion of new ideas
• Creating new vaccines as a result of the passage of an employee from one job
to another
• Where a rapid expansion with technical input if there is a possibility to
promote new posts on its employees, they do not meet requirements and may
need a longer time to accommodate the new post
• The promotion of employees within the organization may be conflicts caused
by the different ways of perceiving the facts or situations
External sources
• External sources refer to the practice of getting suitable persons
from outside. The various external sources are advertisement,
employment exchange, past employees, private placement agencies
and consultant, walks-ins, campus recruitment, trade unions, etc.
External recruitment
• Direct recruitment
• Casual callers or unsolicited applications
• Media advertisement
• Employment agencies
• Management consultants
• Educational institutions or campus recruitment
• Telecasting
• Raiding
Direct recruitment
• An important sources of recruitment is direct recruitment by placing a notice
on the notice board of the enterprise specifying the details of the job
available. It is also known as recruitment at factory gate. The practice of
direct recruitment is generally followed for filling casual vacancies requiring
unskilled workers. Such workers are known as casual workers and they are
paid remuneration on daily- wage basis. This method of recruitment is very
cheap as it does not involve any cost of advertising vacancies
Casual callers or unsolicited applications
• The organization which are regarded as good employers draw a
steady stream of unsolicited applications in their offices. This
serves as a valuable sources of manpower. If adequate attention is
paid to maintain pending application folders for various jobs, the
personnel department may find the unsolicited applications useful
in filling the vacancies whenever they arise. The merit of this
sources of recruitment is that it avoids the cost of recruiting
workforce from other sources
Media advertisement
• Advertisement in newspapers or trade and processional journals is generally
used when qualified and experienced personnel are not available from other
sources. Most of the senior positions in industry as well as commerce are
filled by this method. The advantage of advertising is that more information
about the organization job descriptions and job specifications can be given in
advertisement to allow self-screening by the prospective candidates.
Advertisement gives the management a wide range of candidates from which
to choose. Its disadvantage is that it may bring in a flood of response, and
many times from quite unsuitable candidates
Employment agencies
• Employment exchanges run by the government are regarded as a
good source of recruitment for unskilled, semi-skilled and skilled
operative. In some cases, thus, the employment exchanges bring the
jobs giver some contact with the jobseekers. However , in the
technical and professional area private agencies and professional
bodies appear to be doing most of the work. Employment
exchanges and selected private agencies provide a nation-wide
service in attempting to match personnel demand and supply
Management consultants
• Management consultancy firms help the organization to recruit
technical professional and managerial personnel they specialize
middle level and top- level executive placements. They maintain
databank of persons with different qualifications and skills and
even advertise the jobs on behalf their clients to recruit right type
of personnel
Educational institutions or campus recruitment
• Jobs in commerce and industry have become increasing technical and
complex to the point where school and college degrees are widely required.
Consequently big organizations maintain a close liaison with the university,
vocational institutes and management institutes for recruitment to various
jobs. Recruitment from educational institutes is a well- established practice
of thousand of business and other organizations. It is also known as campus
recruitment. Reputed industrial houses which require management trainees
send their officials to campuses of various management institutes for picking
up talented candidates donning MBA
Telecasting
• The practice of telecasting of vacant posts over T.V is gaining
importance these days. The detail requirements of the job and the
qualities required to do it are publicized along with the profile of
the organization where vacancy exists. The use of TV as a source
of recruitment is less as compared to other sources
Raiding
• Raiding is a technical term used when employees working elsewhere are attracted
to join organization. The organization are always on the look out for qualified
professionals, and are willing to offer the better deal if they make the switch. There
are always some employees who are professionally very competent, but dissatisfied
with something or the other in the organization. They form the easy group to attract.
The other group is formed of those who are equally competent but are quite
satisfied with their present position. To attract them, the organization has to offer a
very lucrative package of perquisites. Whatever maybe the means used to attract,
often it is seen as an unethical practice and not openly talked about.
Advantages of external sources
• Qualified personal
• Wider choice
• Fresh talent
• Competitive spirit
Qualified personal
• By using external sources of recruitment the management can
make qualified and trained people to apply for vacant jobs in the
organization
Wider choice
• When vacancies are advertised widely a large number of applicants
from outside the organization apply. The management has a wider
choice while selecting the people for employment
Fresh talent
• The insiders may have limited talents. External sources facilitate in
fusion of fresh blood with new ideas in to the enterprise. This will
improve the overall working of the enterprise.
Competitive spirit
• If a company can tap external sources, the existing staff will have
to compete with the outsiders. They will work harder to show
better performance
Disadvantages of external recruitment