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Indirect Methods of Recruitment- Hr

Jun 04, 2018

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Anita Andrew
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    1.ADVERTISEMENT

    S

    Organization intends to

    reach a large group.

    Organization wants a

    fairly good number of

    talented people.

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    TYPES OF ADVERTISEMENTS

    A. NEWSPAPER ADSB. TELEVISION & RADIO

    ADS

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    A) NEWSPAPER ADS

    It is easy to place job ads in newspapers without

    much of a lead time. It has f lexibil i ty in terms of

    information and can conveniently target, a specif ic

    geographic location. On the negative side,

    newspaper ads tend to attract only those who areactively seeking employment at that point of time

    while some of the best candidates who are well paid

    and challenged by their current jobs may not be

    aware of such openings. As a result the companymay be bombarded with applications from a large

    number of candidates who are marginally qualified

    for the job adding to its administrative burden.5

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    BLIND BOX ADS

    To maintain secrecy for various reasons (avoiding therush, sending signals to competitors, cutting down

    expenses involved in responding to any individual who

    applies etc) large companies with a national reputation

    may also go in for blind box ads in newspapersespecially for filling lower level positions . In a blind

    box ad, there is no identification of the

    advertising organization. Job aspirants are asked

    to respond to a post office box number or to anemployment firm that is acting as an agent between the

    job seeker and the organization.

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    2. THIRD PARTY

    METHODSI. PRIVATE EMPLOYMENT SEARCH FIRMS

    II. EMPLOYMENT EXCHANGES

    III. GATE HIRING AND CONTRACTORS

    IV. UNSOLICITED APPLICANTS/Walk-InsV. INTERNET RECRUITING

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    On the negative side, the fees charged by search

    f irms could be very high, sometimes over 30 per cent

    of the annual salary for the position to be filled.

    Again, some search firms may be more interested in

    persuading a firm to hire a candidate than inf inding on who can deliver the resul ts.

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    II) EMPLOYMENT EXCHANGE

    The employment exchanges maintain detailed records ofjob-seekers and refer appropr iate candidates to the

    employers. The employers are required to notify the

    vacancies to these exchanges. The agencies help to

    match personnel demand and supply by serving as a l ink

    between job seekers and the employers. They also

    provide services like vocational guidance, occupational

    research, designing, testing and selection programmes,

    collection and publication of employment information,

    etc. Employment exchanges run by the Government areregarded as a good source of recruitment for unskilled,

    semi-skilled and skilled operative jobs.

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    In the Ministry Of Labour, Directorate General Of Employment And

    Training(DGET) operates National Employment Service(NES). NES

    works through the EMPLOYMENT EXCHANGES(Compulsory

    Notification of vacancies) ACT 1959 and rules framed

    thereof (EMPLOYMENT EXCHANGES (COMPULSORY

    NOTIFICATION OF VACANCIES) RULES 1960). Itoperates through a net work of 947 employment exchanges and carries

    out the following functions:-

    Registration and placement of job-seekers so as to ensure a proper

    balance between demand and supply.

    Collect comprehensive Employment Market Information on a

    quarterly basis for creation of data base for use in effective

    management of the demand and supply of labour, preparing career

    literature for counselling and vocational guidance.

    Career Counselling and Vocational Guidance.

    Conduct area specific specialised study/surveys to have an assessment

    of skills available and the marketable skills required for encouragingthe job-seekers for self-employment, particularly in rural informal

    sector.

    Some of the State Governments arrange disbursement of

    unemployment allowance to certain specific categories of job seekers

    out of their own resources through the employment exchanges as

    registered with them.12

    http://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/dex/emi.htmhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/dex/emi.htmhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/dex/emi.htmhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/dex/emi.htmhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/dex/emi.htmhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/dex/emi.htmhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdfhttp://business.gov.in/outerwin.php?id=http://dget.nic.in/acts/emp/eecnvrules.pdf
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    III) GATE HIRING AND CONTRACTORS

    Gate hiring(where job seekers, generally blue collar

    employees, present themselves at the factory gate and

    offer their services on a daily basis), hiring through

    contractors, recruiting through word-of-mouth

    publicity are still in use - despite the manypossibilities for their misuse- in the small scale sector

    in India.

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    Labour contractors maintain close contacts withlabourers and they can provide the required number

    of workers at a short notice. They constitute an

    important source of recruitment in many industries inIndia. Workers are recruited through labour

    contractors who are themselves employees of the

    organisation. The disadvantage of this system is that

    if the contractor himself decides to leave theorganisation, all the workers employed through him

    will follow suit.

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    IV) UNSOLICITED APPLICANTS/

    WALK-INSCompany generally receive unsolicited applications from

    job seekers at various points of time. The number of such

    applications depends on economic condi tions, the image

    of the company and the job seekersperception of thetypes of jobs that might be available etc. Such

    applications are generally kept in a data bank and

    whenever a suitable vacancy arises, the company would

    intimate the candidate to apply through a formal channel.

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    One important problem with this method is that the

    job seekers generally apply to a number of

    organization and when they are actually required by

    the organization, either they are already employed or

    are simply not interested.

    The Walk-Ins, in any case, should be treated

    courteously and diplomatically, for the sake of both

    the recruiting companys community image and the

    applicantsself esteem.

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    V) INTERNET RECRUITING

    In recent years company has found it useful to develop

    their on websites and put job openings on it. The website

    offers a fast, convenient and cost effective means for job

    applicants to submit their resume through the internet.

    There are a variety of websites available in addition tothe companyswebsite where applicants can submit their

    resumes and potential employers can check for qualified

    applicants like www.naukri.com, www.monsterindia.com

    etc. The problem is that website will be flooded withresumes and applications will also come from

    geographical areas that are unrealistically far away.

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    http://www.naukri.com/http://www.monsterindia.com/http://www.monsterindia.com/http://www.monsterindia.com/http://www.monsterindia.com/http://www.monsterindia.com/http://www.monsterindia.com/http://www.naukri.com/http://www.naukri.com/http://www.naukri.com/http://www.naukri.com/http://www.naukri.com/
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    THANK YOU

    07 12 2013