Internal and External Recruitmnet

SOURCES OF RECRUITMENT

INTERNAL SOURCES:

1. Transfers:

• Horizontal shifting of an employee from one job to another, one department to another without a change in the responsibilities and status of the employee.
• Shortage of personnel in one branch may be filled.
• Useful in the training of employees for learning different jobs

2. Promotions:
   • Vertical shifting an employee to a higher position, carrying higher responsibilities, status and pay
   • Improve the motivation, loyalty and satisfaction level of employees.

Merits of Internal Sources

1. Simplifies the process of selecting existing candidates working in the enterprise can be evaluated more accurately because they  are  known to the working environment of the organization
2. avoids orientation:- Employee people recruited from within the organization do not need induction training
3. Facilitates Motivation A promotion at a higher level may lead to a chain of promotion at lower levels in the organization. This motivates the employees to improve their performance
4. Economical there is no cost on advertisement and selection process
5. Reduces imbalance Transfer helps in shifting the workforce from the surplus departments to those where there is a shortage of staff

Limitations of Internal Sources

1. Promote laziness employees may become lazy if they are sure of time-bound promotions.
2. Less chance to fresh talent Scope for the introduction of fresh talent is reduced.
3. Avoid Competition – there is no competition from outsiders because all the vacancy is filled internally
4. Narrow scope: - A new enterprise cannot use internal sources of recruitment. No organization can fill all its vacancies from internal sources.
5. Trim down productivity regular transfers of employees may often reduce the productivity of the organization.

EXTERNAL SOURCES:

1. Direct Recruitment:

• Notice is placed on the notice board of the firm
• Unemployed people gather outside on the specified date and are selected on the spot
• Generally for casual vacancies of unskilled or semi-skilled jobs.
• Economical method

2. Casual Callers:

• Many organizations keep a database of unwanted applicants with them
• A list of such candidates can be prepared and can be screened to fill the vacancies as they arise.
• Economical method

3. Advertisement:

• Used when a wider choice is required by using  electronic and print media
• More information about the organization and job can be given in the advertisement.

4. Employment Exchange:

• Run by the Government for unskilled and skilled jobs.
• Compulsory notification of vacancies to employment exchange is required by law.
• Economical method

5. Placement Agencies and Management Consultants:
   • Placement agencies provide a nationwide service.
   • Collect the bio-data of a large number of candidates and recommend suitable names to their clients.
   • Charge fee for their service.
6. Campus Recruitment:
   •  Colleges and institutes of management and technology have become a popular source of recruitment for technical, professional and managerial jobs.
   • Organizations maintain close contact with the universities and management institutes to recruit qualified personnel.