Recruitment Methods
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This document discusses various recruitment methods used in international human resource management. It describes internal recruitment methods like promoting existing qualified employees or transferring them between departments. External recruitment methods include contacting top performers from universities, advertising job openings in newspapers and online, and working with third-party employment agencies to identify candidates. Both internal and external recruitment are important to fill vacancies and acquire new skills and perspectives.
Recruitment Methods
- 2. Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization. The process of generating a pool of candidates for a particular job The process of discovering potential candidates
- 3. If the recruitment process is limited within the organization only, it is called internal method of recruitment. This means, this is the method which recruits and wish to fulfil vacant posts by employees already existing in organization. In this method, suitable employees are encouraged to apply to the vacant post.
- 4. Under this method, vacancy announcement is made for free competition with existing employees of organization who fulfil minimum required qualification, skills, experience and expertise. Vacant post, location, pay scale, required qualification and skills are clearly mentioned in that notice and posted to each employee or notice board of the organization. All interested employees can apply for the position within the recruitment period.
- 5. This method of nomination employee from another department is called employee referral. Only qualified and best performer will be suggested by this method. But, in practice, there may be biased recommendation in favour of nearest and dearest employees in comfortable, prestigious and growth oriented posts.
- 6. Promotion is the method of recruitment in which employees are encouraged to accept the higher level responsibilities. If employees are highly qualified, capable to handle new and higher order responsibilities, promotion is the best way of recruitment. This is the best way to reward employees which helps to encourage both promoting and other employees.
- 7. Vacant post can be fulfilled by transferring employees from one job station to another station. It is simple method of recruitment. After transfer of employee's roles, responsibilities, authorities, salary and facilities in general, remain same.
- 8. In external methods, it is assumed that acquired employee will be attracted from external labour market. In case the number of vacancy is large or qualification and skills of employees existing to organization do not match with new job specification, employees should be recruited externally.
- 9. Top scorers in different universities, colleges and training institutes are directly contacted. Concerned person from the organization wishing to hire visit to the program directors, coordinators and / or instructors of such institutions and request to recommend the best candidates. As per recommendation, they visit to the candidates and request to apply for the vacant post in their organization or they directly offer the job opportunity. This method is less costly method of recruitment
- 10. Organization can reach to the targeted candidates indirectly through advertisement. Newspapers, television, audiovisuals are medium of such indirect methods. Advertisement can be blind box advertisement and want-ad advertisement. In blind box advertisement, name of employer organization is not given but in want-ad, name of employer organization and its details are published.
- 11. Organizations may also contract with employment agencies or companies, employment ex-changer, gate hiring and contractors, unsolicited applicants, trade unions, labour contractors for recruiting employees. Such organizations or third party provide details of candidates or some time they provide candidates as well at commission basis.