3. Which external sources of recruitment are commonly used by the big enterprises that you believe are more effective and less effective to acquire new talent/employee. Explain your answer.(the following external sources of recruiting that are commonly used by the big enterprise are listed in the picture) ll SMART4:54 PM9 59%ll SMART ?1:16 AMO 7 40% OA cdn.fbsbx.comThe practice of: direct recruitment is generally followed for fillingcasual vacancies requiring unskilled workers. Such workers are known ascasual or badli workers and they are paid remuneration on daily-wagebasis. This method of recruitment is very cheap as it does not involve anycost of advertising vacancies.CasualCallersUnsolicitedApplications:Theororganisations which are regarded as good employers draw a steadystream of unsolicited applications in their offices. This serves as avaluable source of manpower. If adequate attention is paid to maintainpending application folders for various jobs, the personnel departmentmay find the unsolicited applications useful in filling the vacancieswhenever they arise. The merit of this source of recruitment is that itavoids the costs of recruiting workforce from other sources.Media Advertisement: Advertisement in newspapers or tradeand professional journals is generally used when qualified andexperienced personnel are not available from other sources. Most of thesenior positions in industry as well as commerce arefilled by this method. The advantage of advertising is that moreinformation about the organization job descriptions and job specificationscan be given in advertisement to allow self-screening by the prospectivecandidates. Advertisement gives the management a wider range ofcandidates from which to choose. Its disadvantage is that is may bring ina flood of response, and many times, from quite unsuitable candidates.Employment Agencies: Employment exchanges run by theGovemment are regarded as a good source of recruitment for unskilled,semi-skilled and skilled operative jobs. In some cases, compulsorynotification of vacancies to the employment exchange is required by law.Thus, the employment exchanges bring the jobs givers in contact with thejob seekers.However, in the technical and professional area, private agenciesand professional bodies appear to be doing most of the work.Employment exchanges and selected private agencies provide a nation-wide service in attempting to match personnel demand and supply.Management Consultants: Management consultancy firms helpthe organisations to recruit technical, professional and managerialpersonnel They specialise middle level and top level executiveplacements. They maintain data bank of persons with differentqualifications and skills and even advertise the jobs on behalf their clientsto recruit right type of personnel.Educational Institutions or Campus Recruitment: Jobs incommerce and industry have become increasing technical and complexto the point where school and college degrees are widely required. ll SMART4:54 PM9 59% 4N RESOURCE MANAGEMENTConsequently big organisations maintain a close liaison with theuniversities, vocational institutes and management institutes forrecruitment to various jobs.Recruitment from educational institutional is a well - establishedpractice of thousand of business and other organisations.1t is also knownas campus recruitment. Reputed industrial houses which requiremanagement trainees send their officials to campuses of variousmanagement institutes for picking up talented candidates doing MBA.Recommendation: Applicants introduced by friends andrelatives may prove to be a good source of recruitment. In fact, manyemployers prefer to take such persons because something about theirbackground is known. When a present-employee orrecommends some one for a job, a type of preliminary screening is doneand the person is placed on a job.business friendLabour Contractors: Labour contractors are an important sourceof recruitment in some industries in India. Workers are recruited throughlabour contractors who are themselves employees of the organisation.The disadvantage of this system is that if the contractor leaves theorganisation , all the workers ,employed through him will also leave Thatis why this source of labour is not preferred by many businesses,organizations. Recruitment through labour contractors has been bannedfor the public sector units.Telecasting: The practice of telecasting of vacant posts over T.V.is gaining importance these days. Special programmes like _Job Watch',Youth Pulse', Employment News', etc, over theT.V have become quite popular in recruitment for various types of jobs.The detailed requirements of the job and the qualities required to do it arepublicized along with the profile of the organisation where vacancy exists.The use of T.V. as a source of recruitment is less as compared to othersources.Raiding : Raiding is a technical term used when employeesworking elsewhere are attracted to join organisations. The organisationsare always on the lookout for qualified professionals, and are willing tooffer them a better deal if they make the switch. There are always someemployees who are professionally very competent, but dissatisfied withsomething or the other in the organisation. They form the _easy' group toattract.The other group is formed of those who are equally competent but arequite satisfied with their present position. To attract them, the organisationhas to offer a very lucrative package of perquisites. Whatever may be themeans used to attract, often it is seen as an unethical practice and notopenly talked about.MERITS OF EXTERNAL SOURCES

Question

3. Which external sources of recruitment are commonly used by the big enterprises that you believe are more effective and less effective to acquire new talent/employee. Explain your answer.(the following external sources of recruiting that are commonly used by the big enterprise  are listed in the picture) ll SMART4:54 PM9 59%ll SMART ?1:16 AMO 7 40% OA cdn.fbsbx.comThe practice of: direct recruitment is generally followed for fillingcasual vacancies requiring unskilled workers. Such workers are known ascasual or badli workers and they are paid remuneration on daily-wagebasis. This method of recruitment is very cheap as it does not involve anycost of advertising vacancies.CasualCallersUnsolicitedApplications:Theororganisations which are regarded as good employers draw a steadystream of unsolicited applications in their offices. This serves as avaluable source of manpower. If adequate attention is paid to maintainpending application folders for various jobs, the personnel departmentmay find the unsolicited applications useful in filling the vacancieswhenever they arise. The merit of this source of recruitment is that itavoids the costs of recruiting workforce from other sources.Media Advertisement: Advertisement in newspapers or tradeand professional journals is generally used when qualified andexperienced personnel are not available from other sources. Most of thesenior positions in industry as well as commerce arefilled by this method. The advantage of advertising is that moreinformation about the organization job descriptions and job specificationscan be given in advertisement to allow self-screening by the prospectivecandidates. Advertisement gives the management a wider range ofcandidates from which to choose. Its disadvantage is that is may bring ina flood of response, and many times, from quite unsuitable candidates.Employment Agencies: Employment exchanges run by theGovemment are regarded as a good source of recruitment for unskilled,semi-skilled and skilled operative jobs. In some cases, compulsorynotification of vacancies to the employment exchange is required by law.Thus, the employment exchanges bring the jobs givers in contact with thejob seekers.However, in the technical and professional area, private agenciesand professional bodies appear to be doing most of the work.Employment exchanges and selected private agencies provide a nation-wide service in attempting to match personnel demand and supply.Management Consultants: Management consultancy firms helpthe organisations to recruit technical, professional and managerialpersonnel They specialise middle level and top level executiveplacements. They maintain data bank of persons with differentqualifications and skills and even advertise the jobs on behalf their clientsto recruit right type of personnel.Educational Institutions or Campus Recruitment: Jobs incommerce and industry have become increasing technical and complexto the point where school and college degrees are widely required. ll SMART4:54 PM9 59% 4N RESOURCE MANAGEMENTConsequently big organisations maintain a close liaison with theuniversities, vocational institutes and management institutes forrecruitment to various jobs.Recruitment from educational institutional is a well - establishedpractice of thousand of business and other organisations.1t is also knownas campus recruitment. Reputed industrial houses which requiremanagement trainees send their officials to campuses of variousmanagement institutes for picking up talented candidates doing MBA.Recommendation: Applicants introduced by friends andrelatives may prove to be a good source of recruitment. In fact, manyemployers prefer to take such persons because something about theirbackground is known. When a present-employee orrecommends some one for a job, a type of preliminary screening is doneand the person is placed on a job.business friendLabour Contractors: Labour contractors are an important sourceof recruitment in some industries in India. Workers are recruited throughlabour contractors who are themselves employees of the organisation.The disadvantage of this system is that if the contractor leaves theorganisation , all the workers ,employed through him will also leave Thatis why this source of labour is not preferred by many businesses,organizations. Recruitment through labour contractors has been bannedfor the public sector units.Telecasting: The practice of telecasting of vacant posts over T.V.is gaining importance these days. Special programmes like _Job Watch',Youth Pulse', Employment News', etc, over theT.V have become quite popular in recruitment for various types of jobs.The detailed requirements of the job and the qualities required to do it arepublicized along with the profile of the organisation where vacancy exists.The use of T.V. as a source of recruitment is less as compared to othersources.Raiding : Raiding is a technical term used when employeesworking elsewhere are attracted to join organisations. The organisationsare always on the lookout for qualified professionals, and are willing tooffer them a better deal if they make the switch. There are always someemployees who are professionally very competent, but dissatisfied withsomething or the other in the organisation. They form the _easy' group toattract.The other group is formed of those who are equally competent but arequite satisfied with their present position. To attract them, the organisationhas to offer a very lucrative package of perquisites. Whatever may be themeans used to attract, often it is seen as an unethical practice and notopenly talked about.MERITS OF EXTERNAL SOURCES

Accepted Answer

Attributes of recruitment:
1. Recruitment is the process that involve activities such as sources and…