Methods of External Recruitment
External recruitment is concerned with generating a pool of qualified candidates through external sources of employment. refer to recruiting employees from outside the organization. It is the assessment of an available pool of job candidates, other than existing staff, to see if there are any sufficiently skilled or qualified to fill and perform existing job vacancies. In other words, seeking applicants from those who are external to the organization. It is the process of searching outside of the current employee pool to fill open positions in an organization.
Under it, following methods of recruitment are adopted.
- Direct Recruitment
Direct recruitment refers to a process of recruiting qualified candidates from external sources by placing a notice of vacancy in an organization’s notice board. The detail of the job will be specified on the notice board. this method is useful for the recruitment of blue-collar, white-collar, and technical workers. This method of recruitment is suitable when there is a high supply of human resources in the market.
- Casual Callers
This method of recruitment is concerned with using previously applied candidates as a source of recruitment. The applications already available in the employment office are used as sources of prospective candidates. In other words, applications from individuals who are already recorded in the employment list can be referred as new applicants and the best-suited candidates are selected for the job. This method avoids the costs of recruiting people from other sources.
- Advertising
Advertising is one of the most common and popular methods of external recruitment under which the job vacancy is announced through different print and electronic media. External recruitment is the assessment of an available pool of job candidates, other than existing staff, to see if there are any sufficiently skilled or qualified to fill and perform existing job vacancies. It is the process of searching outside of the current employee pool to fill open positions in an organization. When the qualified and experienced employees are not obtained from other sources, advertisement method is used to attract the best qualified and experienced personnel. Usually, most of the senior positions in the organization are filled by this method. The job description and specifications are specified in the advertisement to allow self-screening.
- Employment Agencies
Recruitment agencies continue to have the best results in finding quality candidates simply because they are focused on delivering their clients with the best quality candidates. The agencies are likely to have a list of qualified candidates in their records, and they render their service as per the requirement from other organizations for employment. If they take charge of the hiring process, it can be less time-consuming for you while they’ll also be able to help you with offering the right salary and benefits since they know what the job market is like and what professionals expect.
- Schools, Colleges, and Universities
It is also known as campus recruitment. Under this method of external recruitment, educational institutions such as schools, colleges, and universities offer opportunities for recruiting fresh candidates. Although not as popular as they once used to be, job fairs continue to help to hire managers to gain access to a large number of candidates. What’s also great about them is that they allow you to meet the candidate and talk to them, rather than just reading their CV. Most educational institutions provide placement services where the prospective recruiters can review credentials and interview the interested graduates.
- Labor Contractors
Labor contractors are an important source of recruitment under which workers are recruited through contractors. However, this method of recruitment is not used by many business firms and organizations.
- Recommendations
It is closely concerned with employee referrals. Under this method of external recruitment, applicants are introduced by friends and relatives. In fact, many employers, operating at a small-scale operation, prefer to take such persons as they are acquainted with backgrounds and credentials of prospective employees.
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