A study on various recruitment sources and their effectiveness

Nayab N.

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A study on various recruitment sources and their effectiveness

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Recruitment is the process of soliciting, screening, and selecting qualified people for a job at an organization or firm, and therefore the process by which organizations fulfill their human resource requirements. Small and Medium scale industries are relatively small enterprises employing far less manpower compared to large scale firms and usually concentrated on a specific area or region, tapping into the resources available in such areas.Recruitment is one of the major Human Resource activities of an enterprise. An enterprise first determines the number of employees required to run its operations through a manpower planning exercise, and then lists out the skills and qualifications required for each of these employees through a Job Analysis. The Human Resource department then conducts the recruitment process wherein they sources candidates through various ways to fulfill such requirements. The short listing and eventual selection the appropriate candidates from the candidates sourced for the vacancies count as the selection process, which is a sub-set of the recruitment process. This process repeats itself whenever there are new vacancies on when an existing employee leaves.

Introduction
The process of recruitment
Traditional approach v/s behavioral approach
Internal promotions v/s external recruitment
Employee referrals and [ti]word of mouth[ti] recruitments
Third party consultants or outsourcers
1. Headhunters
2. Employment exchanges
Campus recruitment
Job fairs
Professional groups and associations
Advertising
1. Traditional advertisements
2. Opportunities in the internet
The best methods
1. Effectiveness v/s efficiency
2. The role of technology
3. Survey results
Conclusion
Bibliography

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[...] THE BEST METHODS Efficiency v/s Effectiveness The success of an enterprise depends on having the right people in the right place at the right time, and for this, it is essential that the hiring of people take place effectively. However, many organizations confuse efficiency in terms of speed and cost for effectiveness, or finding the optimal fit. Even if the recruitment process per se is efficient unless the process is effective enough to fulfill the organizational need, such an efficient process would not yield the desired results. [...]

[...] EMPLOYEE REFERRALS and WORD OF MOUTH RECRUITMENTS Referrals from existing employees are a common source for candidates. A close variation of this type of candidate sourcing is the “Word of Mouth” recruitment where the employees and others spread the word around to their friends, relatives and through other informal channels regarding the vacancies. This is in fact the primary source of candidates for small and medium enterprises. The biggest advantage of this approach from the organizations point of f view is that this is a virtually cost free approach. [...]

[...] Even with the spread of the internet and online job portals, newspaper and magazine advertisements still hold their place, though companies rely on this medium to a lesser extent than before. For many positions, especially not related to Information Technology and low-level jobs like drivers and sweepers where candidates are not likely to have access to internet, newspaper advertisements remain the primary source of candidates. The major drawback of print advertisements is the high costs associated with it. Although print advertisements generally have a high visibility and elicit good response, there is no guarantee that the right group of intended candidates would see and respond to the advertisement. [...]

[...] Headhunters Traditional placement consultants develop a database of candidate from various sources, and as companies placed their requirements, they either sold the relevant resumes from this database or contacted the candidates directly on behalf of the clients. With the economy growing more competitive and the requirement of talent becoming very scare and cutthroat, companies started poaching on their competitor's talent, and headhunting is the name given to such an exercise. Since it would be inappropriate for a company's HR staff to speak and make a better offer to their competitors' talent, third party consultants of recruitment process outsourcers took up this task. [...]

[...] (2006). A handbook of human resource management practice. 10th edition. Kogan Page Publishers. ISBN Crail, Mark. (2007-02-04). Recruitment methods: costs and effectiveness. Personnel Today Magazine. February 2007 edition. Retrieved from http://www.personneltoday.com/articles/2007/02/20/39302/recruitment- methods-costs-and-effectiveness.html. Retrieved on 2009-05-20. Dale, Margaret. (2003). A manager's guide to recruitment & selection. 2nd Edition. Kogan Page Publishers. ISBN Devasahayam, Madona (1996-08-22). Recruitment advertising: Getting the executive's attention. Chennai: India, The Hindu Business Line. [...]

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