Types of Recruitment

For any organization, staffing is a crucial part of emerging and upholding an effective and efficient team. A good staffing plan will cut down the wastage of time and money, which would have experienced for wide training and growth of unqualified resources.

Have you ever believed of, how a recruiter finds the right candidates? Recruiters use, unlike methods to source, screen, shortlist, and select the resources as per the necessities of the organization. Recruitment types clarify the means by which an organization reaches potential job seekers.

Recruitment is of two types:

Internal Sources of Recruitment

Internal bases of employment refer to appointment employees within the group internally. In other words, candidates looking for the diverse positions are those who are presently employed with the similar organization.

At the time recruitment of teams, the initial contemplation should be given to those staffs who are presently working within the organization. This is an significant source of staffing, which delivers the chances for the growth and utilization of the current resources within the organization.

Internal sources of recruitment are the best and the coolest way of choosing resources as presentation of their work is previously known to the organization. Let us now debate more on the numerous internal sources of recruitment.

(i) Promotions

Promotion refers to advancement the team of the employees by estimating their presentation in the organization. It is the procedure of shifting an employee from a lower position to a higher position with more tasks, remuneration, facilities, and status. Many organizations fill the higher vacant positions with the process of promotions, internally.

(ii) Transfers

Transfer refers to the procedure of switching from one job to another without any alteration in the rank and duties. It can also be the shifting of employees from one department to another department or one location to another location, depending upon the requirement of the position.

Let’s take an instance to know how it works. Take on there is a financial corporation called ABC Ltd. Having two branches, Branch-A and Branch-B, and an employee from Branch-A accepting from his job accountabilities. Therefore, this position has to be occupied for the continuance of the project with Branch-A.

In this situation, as a substitute of searching or sourcing new candidates, which is time consuming and costly, there is an opportunity of shifting an employee from Branch-B to Branch-A, contingent upon the project necessities and the proficiencies of that respective employee. This internal shifting of an employee from one branch to alternative branch is called as Transfer.

(iii) Recruiting Former Employees

Recruiting former employees is a procedure of interior sources of recruitment, where in the ex employees are called back contingent upon the prerequisite of the position. This procedure is cost effective and saves time. The other main advantage of recruiting former staffs is that they are very well experienced with the roles and tasks of the job and the organization needs to spend less on their training and development.

(iv) Internal Advertisements (Job Posting)

Internal Advertisements is a procedure of posting/advertising jobs inside the organization. This job placement is an exposed invitation to all the employees inside the organization, where they can put on for the vacant positions. It delivers equal chances to all the employees working in the organization. Therefore, the recruitment will be done from within the organization and it saves a lot of cost.

(v) Employee Referrals

Employee referrals is an real way of obtaining the right applicants at a low cost. It is the procedure of hiring new resources through the references of employees, who are currently working with the organization. In this procedure, the current staffs can refer their friends and relatives for filling up the available positions.

Organizations inspire employee referrals, since it is cost effective and saves time as likened to hiring candidates from external sources. Maximum organizations, in order to inspire their employees, go ahead and prize them with a transfer bonus for a successful hire.

(vi) Previous Applicants

At this point, the hiring team orders the profiles of preceding applicants from the organizational employment database. These candidates are those who have applied for jobs in the past. These resources can be simply advanced and the reply will be optimistic in most of the cases. It is also a cheap way of filling up the vacant positions.

2. External Sources of Recruitment

External bases of recruitment, refer to hiring staffs outside the organization outwardly. In other words, the candidates seeking job chances in this case are those who are external to the organization.

External employees carry innovativeness and fresh opinions to the organization. Though hiring over external sources is a bit costly and tough, it has marvelous potential of driving the organization forward in achieving its goals. Let us now debate in detail the numerous external sources of recruitment.

(i) Direct Recruitment

Direct recruitment mentions to the external source of employment where the recruitment of experienced candidates is done by assigning a notice of opportunity on the notice board in the organization. This technique of sourcing is also called as factory gate recruitment, as the blue-collar and technical workers are hired over this process.

(ii) Employment Exchanges

As per the law, for definite job vacancies, it is compulsory that the organization offers details to the employment exchange. Employment exchange is a government object, where the particulars of the job seekers are stored and given to the bosses for filling the vacant positions. This external recruitment is cooperative in hiring for inexpert, semi-skilled, and skilled workers.

(iii) Employment Agencies

Employment agencies are a decent external source of employment. Employment agencies are run by numerous sectors like private, public, or government. It offers inexpert, semi-skilled and skilled wealth as per the necessities of the organization. These agencies hold a database of capable applicants and organizations can use their services at a cost.

(iv) Advertisements

Advertisements are the maximum popular and very much favored source of external source of recruitment. The job opportunity is stated through numerous print and electronic media with a precise job description and stipulations of the requirements. Using ads is the best way to source candidates in a short span and it offers an well-organized way of screening the candidates’ specific requirements.

Let’s take an instance. Accept that there is a Sales Company called XYZ Ltd which has got a new project of retailing a product in a short span of time, as the opposition is very high. In this situation, selecting the specific staffing plays a vital role. Here the ideal type of staffing which should be chosen is Advertisement.

Advertisement is the best appropriate repetition for this kind of hiring, because a large capacity of hiring in a small span can be done through Ad only. Advertisement is one of the highest way to recruit candidates, but when time and number are significant, then advertisement is the best basis of recruitment.

(v) Professional Associations

Professional associations can help a business group in signing professional, technical, and managerial personnel, on the other hand, they focus in sourcing mid-level and top-level resources. There are various professional relations that act as a bridge between the administrations and the job-seekers.

(vi) Campus Recruitment

Campus recruitment is an exterior basis of recruitment, where the educational organizations such as colleges and universities offers chances for hiring students. In this procedure, the organizations visit technical, management, and professional institutions for recruiting students directly for the new positions.

(vii) Word of Mouth Advertising

Word of mouth is an imperceptible way of obtaining the candidates for filling up the empty positions. There are numerous reputed administrations with good image in the market. Such administrations only requisite a word-of-mouth advertising concerning a job opening to attract a large number of candidates.