Sourcing in personnel management work refers to the identification and uncovering of candidates (also known as talent) through proactive recruiting techniques. Today the actual act of identifying candidates has even been split into dedicated roles and job functions, whereas historically sourcing process. A third-party recruitment agency or corporate recruiting department can now be made up of individuals dedicated to just the sourcing of candidates while recruiters can either focus on more account management responsibilities or leverage sourcing experts to supplement an additional volume of potential candidates. An increasing number of agencies and corporate recruiting departments outsource this work to a Recruitment Process Outsourcing vendor. Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment. SOURCES OF RECRUITMENT
The entire process of Recruitment & involvement of Recruitment sources:
Employee referral is an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increases the volumes they recruit through this channel.
Proponents of employee referral schemes claim the benefits to be an improved candidate quality, ‘fit’, and retention levels, while at the same time delivering a significant reduction in recruitment expenditure. However, there are a number of potential drawbacks. One of the greatest concerns tends to be that relying too heavily on employee referrals could limit diversity in the workplace, with new staff recruited in the likeness of existing employees. CAMPUS RECRUITMENT
Campus recruitment or campus interview is the program conducted within educational institutes or in a common place to provide job to students pursing or in the stage of completing the program. In this program industries visit the colleges to select qualified students. There are two types of campus placement. They are on-campus and off-campus.
This is the placement program organized only for the students within the educational institute. In most cases student in the final year of a program will participate in this placement program
Off campus placement
This job placement program is for students from other institutions. This program will be conducted in a common place (it may be in a college or in some public place) where students from different colleges will take part.
In using the Internet rather than more traditional recruitment channels, employers and applicants will experience certain advantages and disadvantages. “The Internet has led to a quicker turn-around time of the recruitment process”, which reflects on one of the most widely perceived advantages. RECRUITMENT AGENCIES (CONSULTANCIES)
An employment agency is an organization which matches employers to employees. An executive-search firm is a type of employment agency that specializes in recruiting executive personnel for companies in various industries. This term may apply to...
Bibliography: o Gilbert A. Churchill, Jr., Marketing Research Methodological Foundations, Fifth ed., USA: The Dryden Press, 1991 pp 159 to 163.
o Levin.I.Richard and et al., Statistics for Management, Seventh ed., USA: Prentice-Hall, Inc., 2002 pp 4.3 to 4.7.
o Philip Kotler, Principles of Marketing, New Delhi: Sultan Chand and Company Ltd, 2002 pp 3.1 to 3.6.
o Kothari C.R., Research Methodology, New Delhi: Wishwa Prakashan 1985 (Reprint 2003) pp 256 to 260.
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