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ASSIGNMENT ON SOURCES OF RECRUITMENT

MADE BY:HITESHRI PANDIT 88 FARHEEN PATEL 99 SHRUTI PRADHAN 110 HOOSEN MAHOMED 66 BHAVESH MOLANI - 77

Recruitment
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively. Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

The internal sources of recruitment are:1. Promotions : Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organisation. 2. Transfers : Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. So, the vacancy can be filled by transferring a suitable candidate from the same organisation. 3. Internal Advertisements : Here, the vacancy is advertised within the organisation. The existing employees are asked to apply for the vacancy. So, recruitment is done from within the organisation. 4. Retired Managers : Sometimes, retired managers may be recalled for a short period. This is done when the organisation cannot find a suitable candidate. 5. Recall from Long Leave : The organisation may recall a manager who has gone on a long leave. This is done when the organisation faces a problem which can only be solved by that particular manager. After he solves the problem, his leave is extended.

Merits of Internal Sources


The benefits / advantages / merits of using internal sources of recruitment:1. It is time saving, economical, simple and reliable. 2. There is no need of induction training because the candidate already knows everything about the organisation, the work, the employee, the rules and regulations, etc. 3. It motivates the employees of work hard in order to get higher jobs in the same organisation. 4. It increases the morale of the employees and it improves the relations in the organisation.

5. It reduce executive turnover. 6. It develops loyalty and a sense of responsibility.

Demerits of Internal Sources


The limitations / demerits of using internal sources of recruitment:1. It prevents new blood from entering the organisation. New blood brings innovative ideas, fresh thinking and dynamism into the organisation. 2. It has limited scope because it is not possible to fill up all types of vacancies from within the organisation. 3. The position of the person who is promoted or transferred will be vacant. 4. There may be bias or partiality in promoting or transferring persons from within the organisation. 5. Those who are not promoted will be unhappy. 6. The right person may be promoted or transferred only if proper confidential reports of all employees are maintained. This involves a lot of time, money and energy.

External sources of recruitement


1. Advertisement:- Enterprise advertises vacancies through newspaper, trade journals & magazines. The content of advertisement & media through which advertisement is to be given is decided by Human Resource department. It is convienient & economical method. 2. Casual Callers:- On occassions people drop in without any announcement of vacancy to find out if jobs are available. A waiting list of such visitors may be prepared & they may be screened to fill the vacancies whenever they arise. 3. Gate hiring or Recruitment at factory gate: It is usually followed by factories to fill up vacancies at lower level. Large enterprises usually plays a notice on notice board specifying details of job available. A large number of unemployed persons assemble at gate where personnel manage scrutinise them & pick the persons as per requirement Small workshops recruit fitters, welders etc, through this source. 4. Educational Institutions:- School, colleges & professional institutions offer opportunities for recruiting their students. Prospective employeers varify credentials of students & conduct interview directly, placement cells have been set up in well known educational institutions to help students in securing suitable jobs. 5. Management Consultants:- Help to recruit technical, professional & managerial personnel for example accountants, engineers. They specialise in middle level & top level executive placements. They maintain data bank of persons with different qualifications & skills & even advertise jobs on behalf their clients to recruit right type of personnel. 6. Recommendations:- Friends & relative of present employees are also good source ofrecruitment. Many concern prefer such candidates as they generally stand surety for new recruits and their

background is partly known & type of preliminary screening take place. 7. Labour Contractor:- Workers are recruited through labour contractors who are themselvesemployees of organisation. The dis advantage of this system is that if contractor leaves theorganisation, all the workers employed through him will also leave. Recruitment through this source has been banned for public sector units. However, this practice is still common in case of construction industry. 8. Telecasting:- The practice of telecasting of vacant posts over T.V. (Doordarshan & other channels) is gaining importance these days. Special programmes like Job Watch, Youth Pulse, Employment News etc, over T.V. have become quite popular in recruitment for various types of jobs. The use of T.V. as a source of recruitment is less as compared to other sources because it is an expensive medium. 9. Union list:- Sometimes trade Unions list maintain list of candidates seeking employment in the concern. Such candidates could be recruited in consultation with union. 10. Central application file:- A file is maintained of past applicants who were not selected earlier, in case of immediate requirements such candidates can also be contacted.

Merits:1) Wide Options:- It brings large number of applicants as it permits enterprise to have free hands in making selection.

2) Fresh talent:- Enterprise can expect to get fresh talented candidates from outside which leads to infusion of New Blood & new ideas in to enterprises.

3) Element of competition:- This is a healthy feature from point of view of enterprise as internal candidates have to compete with outside candidate.

Limitations:1) Lengthy process:- It takes long time. The business has to notify vacancies & wait for applicantions to initiate selection process.

2) Costly process:- A lot of money has to be spent on advertisement & processing of applications.

3) Uncertain Response:- The candidates from outside may not be suitable for enterprise. There is no guarantee that enterprise will be able to attract right kinds of people from external sources.

4) Dissatisfaction among Existing staff:- They may feel that their chances of promotion may be reduced.

MODERN EXTERNAL SOURCES


1. WALK-IN: Today, oraganisations do not have time to perform various functions of recruitement. Therefore they advice the potential candidates to attend for an interview directly and without a prior application on a specified date, time and a specified place. 2. CONSULT IN: The busy companies encourage the potiential job seekers to approach them personally and consult them regarding the jobs. So the company selects the suitable candidates through selection process. 3. HEAD-HUNTING: The companies request the professional organizations to search for the best candidates particularly for the senior executive positions.The professional organizations search for the most suitable candidates and advice the company regarding the filling up of the positions.Head-hunters are also called as search consultants. 4. BODY SHOPPING: Professional organizations and the hi-tech training institutes develop the pool of human resources for the possible environment.The prospective employers contact these organizations to recruit the candidates. Otherwise , the organizations themselves approach the prospective employers to place their human resources. These professional and training institutions are called body shoppers and these activities are known as body shopping. 5. E-RECRUITEMENT: As the technological changes have a great impact on the business so internet can be used as a source of recruitement.Organisations advertise the job vacancies through the

world wide web(www). The job seekers send their applications through e-mail using internet. 6. OUTSOURCING: Some organizations recently started developing human resource pool by employing the candidates for themselves. These organizations do not utilize the human resource, instead they supply human resources to various companies based on their needs on temporary or ad-hoc basis.

Andhra Pradesh Grameena Vikas Bank (APGVB) published a recruitment advertisement on their website for the 193 Office Assistant posts. Official website www.apgvb.com, invites online applications from the aspirants for this Office Assistant posts. These posts are Group-B Clerical Cadre. Interested aspirants are suggested filling the online application that is available at the above-mentioned website. Name of the Post: Office Assistant. Total number of posts 193 Age Between 18 and 26 years as on 01.01.2011.

The entire mentioned requirement is calling applications from the Indian citizens of AP Domicile. Last date for the receipt of the applications is 14-01-2011. A written examination will be held for the applicants on 13-03-2011. All the aspirants are suggested reading given instructions at website before filling the online application form. The same advertisement was given in all the national news papers and aspirants are suggested having a look at these advertisements with various news dailies.

Experience: 5 - 10 Years Location: vadodara Compensation: Rupees 3,00,000 - 5,00,000 Education: UG - B.Tech/B.E. - Textile,Diploma - Any Specialization, Fashion Designing/Other DesigningPG - Post Graduation Not Required Industry Type: Textiles/ Garments/Accessories Role: Merchandiser Functional Area: Fashion, Garments, Merchandising Posted Date: 30 Jun Desired Candidate Profile DTT / BTech (Tex) / DFD. 5+ yrs experience in Garment industy. Must have experience in woven garments. Exp in Export Garments must. High analytical skills, excellent communication skills, an eye for details, target oriented, etc Job Description Interaction with the Buyers, handling the tech pack, organising the samples, procuring materials, vendor development, tests & approvals, production planning, ensuring timely shipments, etc. Keywords: garments, apparels, fashion, retailing, merchandising Company Profile Major exporter of Fabric / Garment in India based in Bangalore. Contact Details Company Name: ABC Consultancy services Website: Not Mentioned Executive Name: Sadanand Shetty Address: Not Mentioned Email Address: jobs@asa-bng.com

Writing a recruitment advertisement


Business is thriving and you're ready to expand your enterprise by taking on extra staff. But how do you write an effective recruitment advertisement to ensure you attract the calibre of applicants you desire? You should definitely think carefully before simply putting pen to paper or fingertip to keyboard. Just as a CV creates the first impression to a prospective employer, a recruitment advertisement is a companys marketing tool and must be written to attract the right candidate for the job. The worst-case scenario is an in tray full of CVs from people with irrelevant skills and qualifications. Top Jobs recommend the following ten-step guide for writing a recruitment advert: 1. Consider what exactly the job is. You may know the job title, but are you totally clear what the role involves? The better you understand the role, the clearer your ad will be. 2. Who is my ideal candidate? It is useful to build a mental picture of the sort of person you, and the existing team, see fitting in. When it comes to wording your ad, write as if you were speaking to your imaginary candidate. 3. What skills am I looking for? It is tempting to request high-level academic qualifications to try to filter out weaker candidates, but exam results arent necessarily the best indicators of workplace ability. You may be better off asking applicants to demonstrate their financial, people management and organisational abilities. 4. What experience must applicants have? It is common practice to include in the ad the minimum number of years experience you will consider. This, however, fails to acknowledge the efforts of

younger candidates who may have fast-tracked through their careers. It is a good idea, instead, to state the precise areas of experience you are looking for e.g. experience of accounthandling clients worth over 5million a year or proven trackrecord of exceeding sales targets by more than 10% per quarter. 5. What extra-curricular activities am I interested in? It can be a useful exercise to ask applicants to include details of their nonwork interests and achievements. This can often be a good indicator of a potential candidates social skills, determination and their attitudes towards others. 6. What response do I want to get from the ad? It is worth considering what level of response you hope to achieve prior to placing your ad. If the role is specialist and senior, you may prefer to receive six excellent applications rather than 60 average ones. On the other hand, for a graduate trainee position you may prefer a bigger choice. The more specific your wish list, the fewer, better targeted, responses you are likely to receive. 7. What facts must I include? At the very least, your ad should include: the name and address of your company with a brief description of the nature of the business; the job title of the position being advertised and a summary of responsibilities; special requirements (including out-of-hours working or travel); closing date for applications; and details on how to reply, and to whom. 8. How do I reflect the personality of the company? A recruitment ad is a marketing opportunity, so it is a good idea to reflect the companys brand values in your layout. For example, you should always use your corporate logo, colours and, if appropriate, your strap line. Typefaces, too, can be used to reflect the personality of your company; Comic Sans is light-hearted, whereas Times New Roman is fairly formal. Your choice of wording is extremely important too complex and you could give the impression of

inaccessibility, too jocular and you may lose credibility. It can be a good idea to ask existing employees to compare your proposed wording with their experiences of the company. 9. How can I make the ad stand out? Once you have decided where you are going to place your ad, take a look at your competition. What other companies, and what positions, is your ad vying for attention with? Then consider how you can word your ad (particularly the headline) so that it stands above the rest. You may be able to claim youre the countrys leading supplier or that you offer unparalleled management training. 10. Have I made the job look attractive? Put yourself in the role of a potential applicant and ask yourself: If this was my area of expertise, would I be tempted to apply for this role?. If the answer is no, then the ad isnt doing its job. Find out what attracted the existing team to apply for their jobs and use that information to structure the ad. For example, you may find that training is a key motivator or that the financial package was a major draw. Play on your strengths and keep the ad benefit-oriented.