HRM 4: RECRUITMENT

Internal Sources

Refers to the recruitment from within the company. Various internal sources include promotion, transfer, past employees, and internal advertisements.

Transfers

Involves shifting of persons from present jobs to other similar jobs within the organization, without any change in rank, responsibility, or prestige.

Promotions

Shifting of persons to positions carrying better prestige, higher responsibilities, and more pay within the organization.

Present Employees

The current employees of a company recommend their relations or persons known to them for vacant positions, relieving management of the recruitment process.

Traditional Boomerangs

Employees who leave a company to acquire new skills elsewhere and then return to their previous company often at a higher level and higher rate of pay.

Life-Event Boomerangs

Employees who leave due to external events, such as spouse relocation or to raise a family, and seek to return to their former employers once their personal circumstances allow.

Planned Boomerangs

Often seasonal hires, including working students who choose to work during school breaks and those hired during an employer's busy season.

External Sources

Refers to the practice of recruiting suitable persons from outside the company. Various external sources include advertisement, employment exchange, past employees, private placement agencies and consultants, walk-ins, campus recruitment, and trade unions.

Direct Recruitment

Placing a notice on the notice board of the enterprise to recruit unskilled workers for casual vacancies, without involving any cost of advertising vacancies.

Casual Callers or Unsolicited Applications

Unsolicited applications received by organizations, which serve as a valuable source of manpower for filling vacancies.

Media Advertisement

Advertising job vacancies in newspapers or trade and professional journals to attract qualified and experienced personnel.

Employment Agencies

Government-run employment exchanges and private agencies that match job seekers with job givers, particularly for unskilled, semi-skilled, and skilled operative jobs.

Management Consultants

Firms specialized in recruiting technical, professional, and managerial personnel for organizations, maintaining a database of qualified candidates and advertising jobs on behalf of their clients.

Educational Institutions or Campus Recruitment

Establishing a close liaison with universities, vocational institutes, and management institutes to recruit talented candidates for various jobs, particularly for management trainee positions.

Recommendation

Applicants introduced by friends and relatives who are known to the organization, often preferred by employers due to the preliminary screening done by the recommender.

Labor Contractors

Recruitment through labor contractors who are employees of the organization, although not preferred by many businesses due to the risk of all workers leaving if the contractor leaves.

Telecasting

Telecasting vacant posts over television through programs like "Job Watch" and "Employment News" to publicize job requirements and the profile of the organization.

Raiding

Attracting employees working elsewhere to join the organization by offering them a better deal, often seen as an unethical practice.