An outside prospect often yields new ideas. Advertisement is published with intention of attracting as many applicants as possible so that the selection team can select the best-qualified candidate from a pool of applicants. This kind of recruitment is applicable generally where factory workers are to be appointed. The employees within the organization also broaden their capacity and may try to match with the new talent. Some employees may even leave the enterprise and go for better avenues in other concerns. This article needs additional citations for.
This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty. A job description, in simple words, is a formal written document which clarifies the responsibility of employees. Thus, employment exchanges act as a link between the employers and the prospective employees. They must be given within 2 months of starting the job. There are two broad sources of recruitment — internal and external. Here the recruiters visit reputes education institutions with a view to pick up job aspirants having requisite technical or professional skills.
Recruitment ends at the completion of time provided to apply the application. These sources are classified into several sub points. Casual Callers: Those personnel who casually come to the company for employment may also be considered for the vacant post. Internal sources of recruitment are readily available to an organization. External sources: The external sources are those sources of recruitment that are found outside the employment. A company basically has two sources of recruitment; internal and external. Using an outside firm to assist with interviews can help prevent unfair biases or advantages, as the hired experts do not have personal connections to the applicants.
Features of qualitative job application 1. When doing this analysis, consider which method of recruitment scores higher on the following metrics: i. Advertising the position internally will determine whether any of the existing employees are ready for the position. The existing employees get motivated. Both new and old jobs may be readily staffed by drawing the best-qualified applicants from this employee pool. Employee Referrals: Present employees are well aware of the qualifications, attitudes, experience and emotions of their friends and relatives.
Internal sources are primarily three - Transfers, promotions and Re-employment of ex-employees. This is an economic source of external recruitment. These sub points can again be divided into sub-sub points. There are people who keep on soliciting jobs from one place to another. The purpose of an employee transfer is to enable him to get well-versed with the broad-based view of the organization which is essential for the promotions in future. Disadvantages of Internal Sources : i It discourages capable persons from outside to join the concern. For the lower level entry or level employees, candidates are recruited from external sources.
They can be permanent employees or hired as contractors for this purpose. And they sometimes provide employees after conducting selection procedure by themselves. Unsourced material may be challenged and removed. The responsibility is to filter candidates as per the requirements of each client. If the source of supply is internal, it can be announced through personal memos, notice-board or through supervisors. The process begins when new recruits are sought and ends when their applicants are submitted.
The recruitment phase of the hiring process takes place when the company tries to reach a pool of candidates through job postings, , advertisements, , etc. Otherwise, external source should be selected. It may leads to encouragement to favouritism. Hiring from outside has to be done. Many companies, including multinational organizations and those that recruit from a range of nationalities, are also often concerned about whether candidate fits the prevailing.
They will also be suitable as per the requirements of skill, training and education. Write-ins are those who send written enquiries. Recommendations — There are certain people who have experience in a particular area. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. If the company enters a selection procedure with an external recruitment then there are increased chances of finding a suitable candidate for the job. Whenever any vacancy arises, someone from within the organization is upgraded, transferred, promoted or even demoted. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character.
This is the last step in recruitment process. In consultant they consider the employment agencies, educational and technical institute ,casual, labour and mail applicants, trade unions and other sources. Among them, getting right man at right job is most important. A job specification is also a formal account which gives information about the skills and qualifications required to perform the concerned job. It builds loyalty among employees towards the organization. Suitable candidates are selected by the organisation based on their academic record, communication skills, intelligence, etc.