EXTERNAL RECRUITMENT

 

EXTERNAL RECRUITMENT

External Recruitment is recruiting new blood to the organization. These include recruiting directly, casual callers, advertising, through agencies involved in employing, contractors, recommendations and academic places (Cordner & Cordner, 2011). This method also provides significant convenience to HR teams to target specific groups (Delery, J. and Doty, D. 1996).

 Through external recruitment, although a wide variety of candidates are available for the management, the personal and attitudinal background of the candidate is not identifiable and hence the identification of the perfect match for the organization’s culture and system would be a challenge (Omolo, et al., 2012)

 Methods of External Sources

• Press advertisement - A wide selection for choosing the suitable candidate for the post is avail­able through this source. It gives promotional publicity to the available posts and the details about the job in the form of job description and job specification are made available to public in general (Singh P. Finn, 2003).
• Walk in interviews - Interviews are declared by companies on the specific day and time and conducted for selection. Interviews can be classified into three types: structured, semi-structured and unstructured interviews (Eriksson, P and Kovalainen A 2016).
• Placement agencies - A databank of candidates is sent to organizations for their selection purpose and agencies get commission in return (Collins, C.J. and Stevens, C.K., 2002).
• E-recruitment - Various sites such as jobs.com, naukri.com, and monster.com are the available electronic sites on which candidates upload their resume and seek the jobs (Shahila, D., 2013).

 

 It’s must be noted that external recruitment involves lot of time and money to find the ideal candidate. External recruitment methods include advertisement, employment exchange, employment agencies, education institute, private contractors, and recommendations (Delery, J. and Doty, D.1996)

When my company looking for a new employee with a fresh attitude towards the company the best way is to select a new employee from external recruitment.it is done by advertising in papers or in electronic medias and social medias. That will help the company to grow in the market day by day. 

 

REFERENCES –

Cordner, G. and Cordner, A., (2011). Stuck on a plateau? Obstacles to recruitment, selection, and retention of women police. Police Quarterly.

 Collins, C.J. and Stevens, C.K., 2002. The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: a brand equity approach to recruitment. Journal of applied psychology.

Delery, J. and Doty, D. (1996). Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions. Academy of Management Journa

 Eriksson, P and Kovalainen A (2016) Qualitative Methods in Business Research: second edition. SAGE Publications Ltd.

 Omolo, J., Oginda, M. and Oso, W., (2012). Effect of recruitment and selection of employees on the performance of small and medium enterprises in Kisumu municipality, Kenya. International Journal of Human Resource Studies.

 Shahila, D. (2013), “ E-recruitment challenges” International Journal of Social science & Interdisciplinary Research IJSSIR, Vol. 2 (5), MAY 2013

 Singh P, Finn D (2003). The Effects of Information Technology on Recruitment. J. Labour.