Page 175 - DCOM102_DMGT101_PRINCIPLES_AND_PRACTICES_OF_MANAGEMENT

Unit 10: Staffing and Coordination

10.3.2 Sources of Recruitment Notes

The sources of recruitment may be broadly divided into two categories: internal sources and
external sources. Let us understand each of them one by one.

Sources of Managerial Recruitment
A B

Internal Sources External Sources
1. Promotions 1. Engineering Colleges and Technical
Institutions
2. Transfers
2. Press Advertisement
3. Internal notification (advertisement)
3. Management Consultancy Services and
4. Retirements
Private Employment Exchanges
5. Recalls
4. Deputation of personnel or Transfer from
6. Formal Employees one enterprise to another.
5. Management Training Schemes
6. Walk-ins, Write-ins and Talk-ins
7. Miscellaneous Sources such as use of
profession associations, etc.
Source: www.kalyan-city.blogspot.com

Persons who are already working in an organisation constitute the 'internal sources'. Retrenched
employees, retired employees, dependents of deceased employees may also constitute the
internal sources. Whenever any vacancy arises, someone from within the organisation is
upgraded, transferred, promoted or even demoted.

External sources imply to those who are not related to the organisation before recruitment.
Internet Recruiting

In recent years most companies have found it useful to develop their own website and list job
openings on it. The website offers a fast, convenient and cost effective means for job applicants
to submit their resume through the Internet. Infosys Technologies Ltd., for example, gets over
1000 resumes a day from prospective candidates through the Net. The resumes are then converted
into a standard format using the software that the company has developed for short listing
candidates according to a set criteria such as alma mater, qualifications, experience etc. The HR
manager has to key in his or her requirement and 'profiles' of candidates from the company's
database get generated. There are a variety of websites available - in addition to a company's
own website - where applicants can submit their resumes and potential employers can check for
qualified applicants. (such as (i) www.jobsahead.com (ii) www.headhunters.com (iii)
www.naukri.com (iv) www.monsterindia.com (v) www.mafoi.com (vi) www.abcconsultants.net
(vii) www.datamaticsstaffing.com (viii) www.timesjobs.com etc.) Internet recruiting, as
mentioned earlier, generates fast, cost-effective, timely responses from job applicants from
different parts of the world. And that's where the problem lies: the website might be flooded
with resumes from unqualified job seekers. Applications may also come from geographic areas
that are unrealistically far away.

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