Sources of Recruitment of Employees

Sources of Recruitment of Employees.

Recruiting is more likely to achieve its objectives if recruiting sources reflect the type of position to be field. Certain recruiting sources are more effective than others for filling certain types of jobs.

Generally, there are five sources of recruitment, which are discussed below:

Page Contents

A. Internal Sources –

Employees can be recruited firstly from the internal source. Management is usually interested to recruit known and experienced employees from within the organization. Because management knows the performed, skills and efficiency, sincerity and commitment and the like of internal employees.

Therefore they can easily recruit employees from within the same organization.

In the following ways recruitment from the internal source may take place:

Promotion
Transfer
Temporary assignment
Additional assignment

Advantages of Internal Sources –

There are many advantages of an internal sources. For the purpose of explaining the advantages, we have identified several points.

These points are as follows:

Good public relations
Less costly
Already know the organization
Probability of good selection
Contacts with suppliers
Employee loyalty
Honesty is insured
Sense of security
Benefits of time and costs
Employment stability.

Disadvantages of Internal Sources –

Internal source of recruitment of human resource suffers from a number of disadvantages.

These disadvantages can be mentioned in the following points:

Others may feel frustrated
Limited scope for external people.
Narrow outlook
The pressure of trade union
Slackness to duties
Nepotism

B. External Sources of Recruitment –

There are some external sources of human resource recruitment. These sources are classified into several sub-points. These sub-points can again be divided into sub-sub points.

The classification is shown below:

l. Advertisements –

Internal vs. public advertisements
Placards for blue-collar employees but national dailies for the managerial position
Dispersal of advertisements: -The higher the position in the organization; The more specialized the skills.
To ensure equal opportunity enforcement,
Factors influencing the response rate: Identification of the organization and Labor market condition. The degree to which specific requirements are included in the advertisements.

2. Employee agencies –

Public agencies and
Private employment agencies.

3. Schools, Colleges and Universities –

High schools,
Colleges,
Universities.

4. Professional organizations –

Labor Unions,
Management associations,
Accountants associations,
Women’s associations,
Medical associations.

5. Casual or Unsolicited Applicants –

Unemployed candidates;
Outgoing graduates;
Candidates who have not applied for the jobs;
Temporary workers;

Benefits of External Recruitment

There are a few benefits of the external environment. If all the sources are properly exploited, these benefits can be enjoyed. These are as follows:

Potentials employees
Employment opportunity
Innovation
Training of Internal employees
Change of traditional outlook;

Demerits of External Recruitment –

Unlike the above benefits, the external recruitment process suffers from some limitations or demerits. These demerits can be classified into five types, which are enumerated below:

Pressure from different corners
Procedural hazards
Time-consuming and costly
Conflict among the employees
Frustration

C. Employee Referrals / Recommendations

It may be defined by DeCenzo and Robbins as a recommendation from a current employee regarding a job applicant. Employee referrals are an excellent means of locating potentials candidates for first hand to fill vacant positions. The third source of recruitment is employee referrals and recommendations. For the collection of humans. resource of the organization, the following sources can be exploited:

a. Recommendation from the current employees.
b. Recommendation from. the retired employees.

D. Alternatives to Recruitment –

The fourth source of recruitment is alternatives to recruitment. DeCenzo and Robbins have identified a few sources under this caption.

These are as follows:

Temporary help services: Temporary employees are particularly valuable in meeting short term fluctuations in HRM needs. For the purpose of recruiting temporary nurses, computer programmers, accountants, librarians, drafting technicians, administrative assistants, and even chief executives this source can be used.
Employee leasing: Under this method individuals hired by one firm and sent to work in another for a specific time. Leased employees typically remained with an organization for longer times Under a leasing arrangement, individuals work for the leasing firm
Independent contractors: Often referred to as consultants, independent contractors are taking on a new meaning. Companies may hire independent contractors to do specific work at a location on or off the company’s premises.

E. Cyberspace Recruiting –

Visit our other post to see the Detail of Cyberspace Recruiting.

Find More: Important Facts of Recruitment.

Top 5 (Five) steps that are incorporating the Recruitment Process. Read the Recruitment Process.
Learn About: Sources of Recruitment of Employees | Internal and External Sources.
To successfully launch an employee training program in your own company, follow these 10 helpful tips. Read the Ten Tips for Training New Employees.
Difference between Recruitment and Selection
What is Cyberspace Recruiting?
Factors affecting Selection Process
10 Things Every Startup Should Look For In A Recruitment Tool.

Sources of Recruitment of Employees | Internal and External Sources