External sources of recruitment for organizations


External Sources Include: (a) Campus Recruitment, (b) Private Employment Agencies/Consultants, (c) Public Employment Exchanges, (d) Professional Associations, (e) Data Banks, (f) Casual Applicants, (g) Similar Organizations, (h) Trade Union.

Campus Recruitment: Different types of organizations like industries , business firms, service organizations, social or religious organizations can get inexperienced candidates of different types from various educational institutions like Colleges and Universities imparting education in Science, Commerce, Arts, Engineering and Technology, Agriculture, Medicine, Management Studies etc,

Trained candidates are recruited with different specialization in subjects, like engineering, medicine from the training institutes of State Government or National Industrial Training Institutes for Engineers or vocational training centers.

Most of the Universities and Institutes imparting technical education in various disciplines like engineering technology, management studies provide facilities for campus recruitment and selection. They maintain the bio-data and performance required of the candidates. Organizations seeking to recruit the candidates from this source can directly contact the institutes either in person or by post and stimulate the candidates to apply for jobs. Most of the organizations using the source perform the function of selection after completing recruitment in the campus of the Institute itself with a view to minimizing time lapse and to securing the cream before it is attracted by some other organizations.

Campus Recruitment Techniques:
Companies realize that campus recruitment is one of the best sources for recruiting the cream of the new blood. The techniques of cam pus recruitment include:

1. Short listing the institutes based on the quality of students intake, faculty facilities and past track record.
2. Selecting the recruiting team carefully.
3. Offering the smart pay rather than high pay package.
4. Presenting a clear image of the company and the corporate culture.
5. Present the company but do not oversell the company.
6. Getting in early. Make early bird flu.
7. Focusing on career growth opportunities that the company offers to the recruits.
8. Include young line managers and business school (B-school) and engineering School (E-school) alumni in the recruiting team.
9. Build the relationships with the faculty, administrators and students to grab them before the rivals do.

Private Employment Agencies / Consultants: Public employment agencies or consultants like ABC. Consultants in India perform the recruitment functions on behalf of a client company by charging fee. Line managers are relieved from recruitment functions so that they can concentrate on their operational activities and recruitment functions is entrusted to a private agency or consultants. But due to limitations of high cost, ineffectiveness in performance, confidential nature of this function managements sometimes do not depend on this source. However, these agencies function effectively in the recruitment of executives. Hence, they are also called executive search agencies. Most of the organizations depend on this source for highly specialized positions and executive positions.

Public Employment Exchange: The Government set-up Public Employment Exchanges in the country to provide information about vacancies to the candidates and to help the organizations in finding out suitable candidates. The Employment Exchange (Compulsory Notification or Vacancies) Act, 1959 makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges. These industries have to depend on public employment for the specified vacancies.

Professional Organizations: Professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisition. They also act as an exchange between their members and recruiting firms in exchanging information, clarifying doubts etc. Organizations find this source more useful to recruit the experienced and professional employees like executives, managers, engineers.

Data Banks: The Management can collect the bio-data of the candidates from different sources like Employment Exchange, educational Training Institutes, candidates etc, and feed them in the computer. It will become another source and the company can get the particulars as and when it needs to recruit.

Casual Applicants: Depending upon the image of the organization, its prompt response, participation of the organization in the local activities, level of unemployment, candidates apply casually for jobs through mail or hand over the applications in Personnel Department. This would be a suitable source for temporary and lower level jobs.

Similar Organizations: Generally, experienced candidates are available in organizations producing similar products or engaged in similar business. The management can get most suitable candidates from this source. This would be the most effective source for executive positions and for newly established organization or diversified or expended organizations.

Trade Unions: Generally, unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting suitable employment due to latter’s intimacy with management. As such the trade union leaders are aware of the availability of candidates. In view of this fact and in order to satisfy the trade union leaders, management enquires with trade unions for suitable candidates. Management decides about the sources depending upon the type of candidates needed, time lapse period, etc. It has to select the recruitment technique(s) after deciding upon source.

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