Employment Exchanges

As a statutory requirement, companies are also expected to notify (wherever the Employment Exchanges Act 1959, applies) their vacancies through the respective Employment Exchanges created all over India for helping unemployed youth, displaced persons, ex-military personnel, physically handicapped etc. As per the Act, all employers are supposed to notify the vacancies arising in their establishments from time to time — with certain exemptions to the prescribed employment exchanges before they are filled . The Act covers all establishments in public sector and non agricultural establishments employing 25 or more workers in the private sector. However, in view of the practical difficulties involved in implementing the provisions of the Act (such as filing a quarterly return in respect of their staff strength, vacancies and shortages returns showing occupational distribution of their employee etc.) many organizations have successfully fought court battles when they were asked to pick up candidates from among those sponsored by the employment exchanges.

Gate hiring and contractors:

Gate hiring (where job seekers generally blue collar employees, present themselves at the factory gate and offer their services on a daily basis). Hiring through contractors recruiting through word of mouth publicity are still in use — despite the many possibilities for their misuse in the small scale sector in India.

Unsolicited Applicants / Walks ins:

Companies generally receive unsolicited applications from job seekers at various points of time. The number of such applications depends on economic conditions. The image of the company and the job seeker’s perception to the types of jobs that might be available etc. Such applications are generally kept in a data bank and whenever a suitable vacancy arises, the company would intimate the candidates to apply through a formal channel. One important problem with this method is that job seekers generally apply to a number of organizations and when they are actually required by the organizations either they are already employed in other organizations or are simply not interested in the position. The walk ins, in any case should be treated courteously and diplomatically for the sake of both recruiting company’s community image and the applicant’s self esteem.

Internet recruiting:

In recent years most companies have found it useful to develop their own website and list job openings on it. The website offers a fast , convenient and cost effective means for job applicants to submit their resume through the Internet . Infosys Technologies ltd., for example gets over 1000 resumes a day from prospective candidates through the net. The resumes are then converted in to a standard format using the software that the company has developed for shortlisting candidates according to a set criteria such as alma mater, qualifications, experience etc. The HR manager has to key in his or her requirements and profiles of candidates from the company‘s database get generated. There are a variety of websites available in addition to the company’s own website – where applicants can submit their resumes and potential employers can check for qualified applicants (such as (1) www.jobshead.com (2) www. Headhunters.com (3) www.naukri.com (4) www.monstreindia.com (5) www.Mafio.com (6) www.abcconstlants.net (7) ww.datamaticstaffing.com (8) www. times job.com etc). Internet recruiting as mentioned earlier, generates fast, cost effective, timely responses from job applicants from different parts of the world. And that’s where the problem lies; the websites might be flooded with resumes from unqualified job seekers. Applications may also be from geographic areas that are unrealistically far away.

Since recruitment and selection costs are high (search process, interviewing, agency fee etc) firms these days are trying to look at alternatives to recruitment especially when market demand for firm’s products and services is sluggish. Moreover, once employees are placed on the payroll it may be extremely difficult to remove them if their performance is marginal.

sourceL HRM VSP