1.

PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it
has a wide reach.

2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers,
medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These
agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)
4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers
and help employers in identifying suitable candidates.
4. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used
to recruit labour for construction jobs.
5. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine
of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation.
6. EMPLOYEE REFERRALS / RECOMMENDATIONS
Many organisations have structured system where the current employees of the organisation can refer their friends and relatives for
some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management
can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the
candidates recommended by the trade union.
7. RECRUITMENT AT FACTORY GATE
Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient
among these may be recruited to fill permanent vacancies.

External recruitment seeks applicants Ior positions Irom sources outside the company. They
have outnumbered the internal methods. The various external sources include:
O Professional or Trade Associations : Many associations provide placement service
to its members. It consists oI compiling job seeker`s lists and providing access to
members during regional or national conventions. Also, the publications oI these
associations carry classiIied advertisements Irom employers interested in recruiting
their members. These are particularly useIul Ior attracting highly educated,
experienced or skilled personnel. Also, the recruiters can zero on in speciIic job
seekers, especially Ior hard-to-Iill technical posts.
O Advertisements : It is a popular method oI seeking recruits, as many recruiters preIer
advertisements because oI their wide reach. Want ads describe the job beneIits,
identiIy the employer and tell those interested how to apply. Newspaper is the most
common medium but Ior highly specialized recruits, advertisements may be placed in
proIessional or business journals. Advertisements must contain proper inIormation
like the job content, working conditions, location oI job, compensation including
Iringe beneIits, job speciIications, growth aspects, etc. The advertisement has to sell
the idea that the company and job are perIect Ior the candidate. Recruitment
advertisements can also serve as corporate advertisements to build company` image.
It also cost eIIective.
O mployment changes : Employment Exchanges have been set up all over the
country in deIerence to the provision oI the Employment Exchanges (Compulsory
NotiIication oI Vacancies) Act, 1959. The Act applies to all industrial establishments
having 25 workers or more each. The Act requires all the industrial establishments to
notiIy the vacancies beIore they are Iilled. The major Iunctions oI the exchanges are
to increase the pool oI possible applicants and to do the preliminary screening. Thus,
employment exchanges act as a link between the employers and the prospective
employees. These oIIices are particularly useIul to in recruiting blue-collar, white
collar and technical workers.
O ampus Recruitments : Colleges, universities, research laboratories, sports Iields
and institutes are Iertile ground Ior recruiters, particularly the institutes. Campus
Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ
Grindlays, L&T, Motorola and Reliance looking Ior global markets. Some companies
recruit a given number oI candidates Irom these institutes every year. Campus
recruitment is so much sought aIter that each college; university department or
institute will have a placement oIIicer to handle recruitment Iunctions. However, it is
oIten an expensive process, even iI recruiting process produces job oIIers and
acceptances eventually. A majority leave the organization within the Iirst Iive years
oI their employment. Yet, it is a major source oI recruitment Ior prestigious
companies.
O alk-ins, rite-ins and Talk-ins : The most common and least expensive approach
Ior candidates is direct applications, in which job seekers submit unsolicited
application letters or resumes. Direct applications can also provide a pool oI potential
employees to meet Iuture needs. From employees` viewpoint, walk-ins are preIerable
as they are Iree Irom the hassles associated with other methods oI recruitment. While
direct applications are particularly eIIective in Iilling entry-level and unskilled
vacancies, some organizations compile pools oI potential employees Irom direct
applications Ior skilled positions. Write-ins are those who send written enquiries.
These jobseekers are asked to complete application Iorms Ior Iurther processing.
Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) Ior
detailed talks. No application is required to be submitted to the recruiter.
O ontractors : They are used to recruit casual workers. The names oI the workers are
not entered in the company records and, to this extent; diIIiculties experienced in
maintaining permanent workers are avoided.
O onsultants : They are in the proIession Ior recruiting and selecting managerial and
executive personnel. They are useIul as they have nationwide contacts and lend
proIessionalism to the hiring process. They also keep prospective employer and
employee anonymous. However, the cost can be a deterrent Iactor.
O ead unters : They are useIul in specialized and skilled candidate working in a
particular company. An agent is sent to represent the recruiting company and oIIer is
made to the candidate. This is a useIul source when both the companies involved are
in the same Iield, and the employee is reluctant to take the oIIer since he Iears, that
his company is testing his loyalty.
O Radio, Television and Internet : Radio and television are used to reach certain types
oI job applicants such as skilled workers. Radio and television are used but sparingly,
and that too, by government departments only. Companies in the private sector are
hesitant to use the media because oI high costs and also because they Iear that such
advertising will make the companies look desperate and damage their conservative
image. However, there is nothing inherently desperate about using radio and
television. It depends upon what is said and how it is delivered. Internet is becoming
a popular option Ior recruitment today. There are specialized sites like naukri.com.
Also, websites oI companies have a separate section wherein; aspirants can submit
their resumes and applications. This provides a wider reach.
O ompetitors : This method is popularly known as 'poaching or 'raiding which
involves identiIying the right people in rival companies, oIIering them better terms
and luring them away. For instance, several executives oI HMT leIt to join Titan
Watch Company. There are legal and ethical issues involved in raiding rival Iirms Ior
potential candidates. From the legal point oI view, an employee is expected to join a
new organization only aIter obtaining a no objection certiIicate` Irom his/ her
present employer. Violating this requirement shall bind the employee to pay a Iew
months` salary to his/ her present employer as a punishment. However, there are
many ethical issues attached to it.
O ergers and Acquisitions : When organizations combine, they have a pool oI
employees, out oI whom some may not be necessary any longer. As a result, the new
organization has, in eIIect, a pool oI qualiIied job applicants. As a result, new jobs
may be created. Both new and old jobs may be readily staIIed by drawing the best-
qualiIied applicants Irom this employee pool. This method Iacilitates the immediate
implementation oI an organization`s strategic plan.
valuation of ternal Recruitment:
External sources oI recruitment have both merits and demerits.
The merits are;
O The organization will have the beneIit oI new skills, new talents and new
experiences, iI people are hired Irom external sources.
O The management will be able to IulIill reservation requirements in Iavour oI the
disadvantaged sections oI the society.
O Scope Ior resentment, heartburn and jealousy can be avoided by recruiting Irom
outside.
The demerits are;
O Better motivation and increased morale associated with promoting own employees re
lost to the organization.
O External recruitment is costly.
O II recruitment and selection processes are not properly carried out, chances oI right
candidates being rejected and wrong applicants being selected occur.
O High training time is associated with external recruitment.