(i) Direct recruitment
(ii) Advertisement
(iii) Casual callers
(iv) Web publishing
(v) Labour contractors
(vi) Employment exchange
(vii) Placement and management consultants
(viii) Recommendations
External Sources: Selection of employees from outside the enterprise is known as external . recruitment.
The important external sources of recruitment are:
(1) Direct Recruitment :
Under the direct ‘recruitment, a notice is placed on the noticeboard of the enterprise specifying the details of the jobs available. Job seekers assemble outside the premises of the organisation on the’ specified date and selection is done on the spot. It is suitable for filling casual vacancies.
(2) Casual callers :
Many reputed business organisations keep a database of unsolicited applicants in their office. These list can be used for recruitment.
(3) Advertisement :
Advertisement in newspapers or trade and professional journals is generally used when a wider choice is required.
(4) Employment Exchange :
Employment exchanges keep records of job seekers and will be supplied to business concern on the basis of their requisition.
(5) Placement Agencies and Management Consultants :
These agencies compile bio data of a large number of candidates and recommend suitable names to their clients.
(6) Campus Recruitment :
Business enterprises may conduct campus recruitment in educational institutions for selecting young and talented candidates.
(7) Recommendations of Employees :
Applicants introduced by present employees, or their friends and relatives may prove to be a good source of recruitment.
(8) Labour Contractors :
Labour contractors maintain close contacts with labourers and they can provide the required number of unskilled workers at short notice.
(9) Web Publishing :
There are certain websites specifically designed and dedicated for the purpose of providing information to the job seekers.
