Methods of recruitment are different from the sources of recruitment. Sources are the locution where prospective employees are available. On the other hand, methods are ways of establishing links with the prospective employees. Various methods employed for recruiting employees may be classified into the following categories.
1. Direct Methods. Under direct recruitment, em-
ployee contacts, manned exhibits and waiting lists are used. In scouting, representatives of the organisation are sent to the educational and training institutions. These travelingnrecruiters exchange information with the students, clarify their doubts, stimulate them to apply for jobs, conduct campus interviews and short list candidates for further screening. They, act in cooperation with the placement head of the institution.
2. Indirect Methods. Advertisement in newspapers, journals, on the radio and television are used to publicise vacancies. A well thought out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite qualifications will apply. This method is suitable when the organisation wants to reach out to a large target group scattered geographically. Considerable details about jobs to be filled and qualifications required can be given in the advertise.
Another direct method is to ask employees of the organisation to contact the public and tell them about the vacancies. Manned exhibits involve sending recruiters to seminars and conventions, setting up exhibits at fairs and using mobile offices to go to the desired centers. Some organisations prepare the waiting lists, of candidates who have indicated their interest in jobs in person, through mail or over telephone.
Recruitment Policy
Before finalizing a Recruitment Policy for the company its aims should be well decided. In a wider sense, in a Recruitment Policy, the employer commits himself to the
following general principles –
1.To find an able person for every job and appoint him.
2.To hold an able person in employment in the company.
3.To provide important job related opportunities during one’s lifetime.
4.To prepare a programme for job related personal growth.
5.To provide various necessary facilities for personal growth.
Any company should have a clear Recruitment
Policy. Along with clarity any policy should also have the quality of being flexible. The Recruitment Policy should benin accordance with local and public policies, the law of thenland and the principles of justice. The company should widely popularize its Recruitment Policy so that workers, labour unions and other sections of the society are well aware of the policy. A Recruitment Policy is normally related to the following –
1.Who has the right to recruit? For recruitment of sub – ordinates generally this right rests with the Heads of the departments whereas the right to recruit senior officers and managers remains with the Chief Manager and the Board of Directors.
2.Will the members of the kin of the present employees be given preference in recruitment? If yes, then when and how?
3. How will the conflict between duty and selfish
interests be prevented or reduced? Can the
recruitment of a person to such a department be
prevented where his relative is a supervisor?
4.In the Recruitment Policy, nothing which can prove difficult to fulfil should be promised to the employees.
5.No false information should be given in the policy.
6.The employees should be appointed on the basis of qualifications.
7.All means and tools of recruitment should be used.
8.For recruitment job analysis, job description etc. should be used.
The Recruitment Policy should be reviewed from time to time and its utility evaluated. For example, in recruitment a company gives first preference to the sons and daughters of the present employees. The objective of this policy is to keep the morale of the employees high. The company should find out whether this policy has actually raised the morale of the employees or not. The means of recruitment should also be periodically reviewed. This revaluation can be based on the comparative cost of means of recruitment, the number of applicants and the number needed to be recruited and the period of service of the recruited personnel.
