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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.pdf8/13/2019 Indirect Methods of Recruitment- Hr
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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/8/13/2019 Indirect Methods of Recruitment- Hr
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THANK YOU
07 12 2013