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Methods of Recruitment

These are, generally, three major methods of recruitment. They are,

  1. Direct method,
  2. Indirect method,
  3. Third- Party methods

Sources of Employees

Effective recruiting requires that you know where and how’ to obtain qualified applicants. It is difficult to generalize about the best source for each business. but a description of the major sources follows.

Present Employees

Promotion from within tends to keep employee morale high. Whenever possible, current employees should be given first consideration for any job -openings. This practice signals your support of current employees.

Unsolicited Applicants

Small businesses receive many unsolicited applications from qualified and unqualified individuals. The former should be kept on file for future reference. Good business practice suggests that all applicants be treated continuously whether or not the; are offered jobs.


High schools, trade schools. vocational schools, colleges and universities are sources for certain types of employees, especially if prior work experience is not a major factor in the job specification.

Colleges also are excellent sources for part-time employees.

Government and Private Employment Agencies

These firms provide a service for employers and applicants by matching people to jobs in exchange for a fee. Some fees are paid by the applicants, and there is no cost to the employer, for highly qualified applicants in short supply, the employer sometimes pays the fee. 

Employee referrals – References by current employees may provide excellent prospects for the business. Evidence suggests that current employees hesitate to recommend applicants with below average ability. Word of mouth is one of the most commonly used recruiting sources in the small business community.

More sophisticated methods – Involve using local media, primarily print sources such as daily and weekly newspapers. The classified pages of newspapers are frequently consulted by active job seekers, including currently employed individuals who may be tempted by a more attractive position. Other advertising media include internet, radio and television. These tend to have a wider appeal than the newspaper; however, the price of an advertisement is correspondingly higher.

Specialty Media Publications

Such as trade association magazines and newsletters, may also produce quality job applicants. There are efforts in some .parts of the country to offer small business employers access to cable television community bulletin boards. Another high-tech opportunity is to list positions on computer net-work bulletin boards. 

Direct Methods

Campus interview is a popular method especially for professionals. Usually under this method. information about jobs and profile of persons available for job is exchanged and preliminary screening is done. The sho1t-listed candidates is called for final interview and selection is made. Some organizations maintain live records of jobs applicants and refer to them as and when the need arises. In general Preliminary screening is completed by examing the applications form filled by the candidate.

Indirect Methods

Advertisement, employers trade associations/ clubs, professional associations, reputed other firms are the some of the external sources for indirect method.

Advertisement in the print media, radio, television, trade, professional and technical journals. etc. It is appropriate to clearly state the responsibilities and requirements along with definite hints about the compensation, prospects. etc.

In Employers trade association / clubs, meetings. conferences, seminars and other social functions are yet another means of locating suitable hands.

In professional associations, meetings conferences, seminars and social functions of professional bodies of major professionals like Doctors, Engineers, Auditors and Managers abo provide ample opportunity to locate potential candidates for technical scientific and managerial cadre vacancies.

In reputed other firms. they are recruiting personnel from reputed firms is a popular practices i.e. , man power agencies.

Third Party Methods

Following are the some of the third party methods. They are public employment agencies, private employment agencies, placement cells in schools and colleges, temporary help services, management consultants, employee recommendations, professional bodies, computer dam bank, voluntary organizations, trade unions.

In public employment agencies arc called by the name employment exchanges under the control of state or central government. Its aim is to help job seekers to find suitable employments.

Private employment agencies do charge fees either from potential employees or fulfill employers or from both for their services. Also they are doing something different from public agencies to attract both employers and job seekers. The major difference is the’ image. Recruitment through private agencies has become an important method in most countries including developing nations.

Recruitment from schools and colleges has become an important method. This is mutually beneficial to the employers and educational institutions. In order to obtain maximum benefit, many educational institutions have opened up “Placement Cells” in their institutions.  Placement cell act as “Single window” for employment co-ordination between organization seeking recruitment and institutions.

A temporary help service, this system is developed by nations like USA. In this system agencies are providing hands for job of temporary short-term period. Their services are extensively used by organizations to tide over ‘punctuations’ in personnel needs.

Manager’s selection is provided to companies by a number of management consultants. Selection of managers is an involved work requiring extensive search and screening. The consultants carry out extensive search through advertisement and other means.

One of the efficient methods of recruitment is that based on recommendation received from an existing employee of company. Existing employee has got a stake in organization. Therefore, he cannot, normally afford to recommend unsuitable or incompetent person. Hence recruitment based on such recommendation is mostly successful.

Professional bodies is often a practice for firms approaching respective professional bodies / associations for locating or recruiting suitable hands for engineering, technical scientific and managerial vacancies. Approach is made to members and officials of national bodies and local bodies like Institution of Engineers (India), Builders Association of India, etc.

Some important organizations have built up their own Data-Bank system via IRIS. This is a computer- operated system in which data regarding all its employers are entered categories and grade – wise. Information contained in data-bank is comprehensive enough to include educational qualifications, training achievements, posted held, experience gained, etc. whenever company is faced with a problem of filling up a vacancy which is considered to be “hard-to fill” position, the job specification is fed into the computer and compared against the personal data of each and every employee from the data bank. By this process, potential candidates are shortlisted and ranked.

Voluntary organizations can also assist in recruitment. Examples are schools for handicaps like deaf, dump and, blind, churches and social clubs.

In trade unions – certain industries unions play a vital role in recruitment. In USA union has taken over the function of recruitment of unskilled and semi-skilled labour.