- Books Name
- BUSINESS STUDIES-XII
- Publication
- ABCD CLASSES
- Course
- CBSE Class 12
- Subject
- Business Studies
SOURCES OF RECRUITMENT
INTERNAL SOURCES:
- 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
- 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
- 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
- avoids orientation:- Employee people recruited from within the organization do not need induction training
- 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
- Economical there is no cost on advertisement and selection process
- 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
- Promote laziness employees may become lazy if they are sure of time-bound promotions.
- Less chance to fresh talent Scope for the introduction of fresh talent is reduced.
- Avoid Competition – there is no competition from outsiders because all the vacancy is filled internally
- Narrow scope: - A new enterprise cannot use internal sources of recruitment. No organization can fill all its vacancies from internal sources.
- Trim down productivity regular transfers of employees may often reduce the productivity of the organization.
EXTERNAL SOURCES:
- 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
- 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
- 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.
- Employment Exchange:
- Run by the Government for unskilled and skilled jobs.
- Compulsory notification of vacancies to employment exchange is required by law.
- Economical method
- 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.
- 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.
- Recommendations of Employees:
- Applicants are introduced by present employees, or their friends and relatives.
- Such applicants are expected to be good employees because their background is sufficiently known.
- Labor Contractors.
- Labor contractors maintain close contact with a large number of laborers
- They Provide the required number of unskilled workers at short notice.
- Web Publishing:
- Internet is now the fastest source of recruitment.
- Certain websites like naukri.com and .jobstreet.com provide information about both candidates and recruiters.
Merits of External Sources
- Wider Choice: When vacancies are advertised a large number of applicants from outside the organization apply.
- Attract Experienced Personnel: Management can attract more qualified and trained people to apply for vacant jobs in the organization.
- New Talent: External recruitment provides wider choice and brings new talent to the organization.
- Top performance Existing staff has to compete with the outsiders. They will work harder to show better performance.
Limitations of External Sources
- Lengthy process: The selection process and orientation process is time-consuming.
- Expensive process: A lot of money is spent on the advertisement and processing of applications.
- Dissatisfaction among existing staff: May gives dissatisfaction and frustration among existing employees as their chances of promotion are reduced.