Recruitment is of 2 types
- Internal Recruitment - is a recruitment which takes
place within the concern or organization. Internal sources of
recruitment are readily available to an organization. Internal sources
are primarily three - Transfers, promotions and Re-employment of
ex-employees. Re-employment of ex-employees is one of the internal
sources of recruitment in which employees can be invited and appointed
to fill vacancies in the concern. There are situations when ex-employees
provide unsolicited applications also.
Internal recruitment may lead to increase in employee’s productivity
as their motivation level increases. It also saves time, money and
efforts. But a drawback of internal recruitment is that it refrains the
organization from new blood. Also, not all the manpower requirements can
be met through internal recruitment. Hiring from outside has to be
done.
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Internal sources are primarily 3
- Transfers
- Promotions (through Internal Job Postings) and
- Re-employment of ex-employees - Re-employment of
ex-employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the concern.
There are situations when ex-employees provide unsolicited applications
also.
External Recruitment - External sources of recruitment
have to be solicited from outside the organization. External sources
are external to a concern. But it involves lot of time and money. The
external sources of recruitment include - Employment at factory gate,
advertisements, employment exchanges, employment agencies, educational
institutes, labour contractors, recommendations etc.
- Employment at Factory Level - This a source of
external recruitment in which the applications for vacancies are
presented on bulletin boards outside the Factory or at the Gate. This
kind of recruitment is applicable generally where factory workers are to
be appointed. There are people who keep on soliciting jobs from one
place to another. These applicants are called as unsolicited applicants.
These types of workers apply on their own for their job. For this kind
of recruitment workers have a tendency to shift from one factory to
another and therefore they are called as “badli” workers.
- Advertisement - It is an external source which
has got an important place in recruitment procedure. The biggest
advantage of advertisement is that it covers a wide area of market and
scattered applicants can get information from advertisements. Medium
used is Newspapers and Television.
- Employment Exchanges - There are certain
Employment exchanges which are run by government. Most of the government
undertakings and concerns employ people through such exchanges.
Now-a-days recruitment in government agencies has become compulsory
through employment exchange.
- Employment Agencies - There are certain
professional organizations which look towards recruitment and employment
of people, i.e. these private agencies run by private individuals
supply required manpower to needy concerns.
- Educational Institutions - There are certain
professional Institutions which serves as an external source for
recruiting fresh graduates from these institutes. This kind of
recruitment done through such educational institutions, is called as
Campus Recruitment. They have special recruitment cells which helps in
providing jobs to fresh candidates.
- Recommendations - There are certain people who
have experience in a particular area. They enjoy goodwill and a stand in
the company. There are certain vacancies which are filled by
recommendations of such people. The biggest drawback of this source is
that the company has to rely totally on such people which can later on
prove to be inefficient.
- Labour Contractors - These are the specialist
people who supply manpower to the Factory or Manufacturing plants.
Through these contractors, workers are appointed on contract basis, i.e.
for a particular time period. Under conditions when these contractors
leave the organization, such people who are appointed have to also leave
the concern.
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