Page 95 - DLIS003_LIBRARY ADMINISTRATION AND MANAGEMENT

Library Administration and Management

Notes A reassignment can also be a “voluntary request.” These actions are initiated by an
employee wishing to move to another position.

External Recruitment

An external recruitment strategy is one which a human resources department will systematically
search the employee pool outside its own employees to fill positions. Many firms will use
advertisements in newspapers, job search websites, job fairs and referrals from current employees
to fill positions. Some companies will utilize a temporary employee agency to fill positions that
can be completed quickly and with less company-specific skill required to complete the desired
task. Other firms will use head-hunters or hiring consultants to seek, screen and deliver employees
for a fee.

1. Private Employment Agencies/Consultants: Public employment agencies or consultants
like ABC Consultants in India perform recruitment functions on behalf of a client company
by charging fees. Line managers are relieved from recruitment functions and can concentrate
on operational activities.

2. Public Employment Exchanges: The Government set up Public Employment Exchanges in
the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates. As per the Employment Exchange act
1959, makes it obligatory for public sector and private sector enterprises in India to fill
certain types of vacancies through public employment exchanges.
3. Professional Organizations: Professional organizations or associations maintain complete
bio-data of their members and provide the same to various organizations on requisition.
They act as an exchange between their members and recruiting firm.

4. Data Banks: The management can collect the bio-data of the candidates from different
sources like Employment Exchange, Educational Training Institutes, candidates etc. and
feed them in the computer. It will become another source and the co can get the particulars
as and when required.

5. Casual Applicants: Depending on the image of the organization its prompt response
participation of the organization in the local activities, level of unemployment, candidates
apply casually for jobs through mail or handover the application in the Personnel dept.
This would be a suitable source for temporary and lower level jobs.

6. Similar Organizations: Generally experienced candidates are available in organizations
producing similar products or are engaged in similar business. The Management can get
potential candidates from this source.
7. Trade Unions: Generally unemployed or underemployed persons or employees seeking
change in employment put a word to the trade union leaders with a view to getting
suitable employment due to latter rapport with the management.
8. Walk In: The busy organization and rapid changing companies do not find time to perform
various functions of recruitment. Therefore they advise the potential candidates to attend
for an interview directly and without a prior application on a specified date, time and at a
specified place.
9. Consult In: The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs. The companies select the
suitable candidates and advise the company regarding the filling up of the positions.
Head-hunters are also called search consultants.

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