INDIRECT METHODS OF RECRUITMENT

Indirect method includes:

1. Advertisements 2. Third party methods

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 ADS B. TELEVISION & RADIO ADS

A) NEWSPAPER ADS
It is easy to place job ads in newspapers without much of a lead time. It has flexibility in terms of information and can conveniently target, a specific geographic location. On the negative side, newspaper ads tend to attract only those who are actively 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 company may be bombarded with applications from a large number of candidates who are marginally qualified for the job adding to its administrative burden.
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BLIND BOX ADS

To maintain secrecy for various reasons (avoiding the rush, 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 newspapers especially 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 an employment firm that is acting as an agent between the job seeker and the organization.

B) TELEVISION AND RADIO ADS

These ads are more likely to reach individuals who are not actively seeking employment; they are more likely to stand out distinctly they help the organization to target the audience more selectively and their considerable scope for designing ads creatively. However, these ads are expensive. Also, because television or radio is simply seen or heard, potential candidates may have a tough time remembering the details making application difficult.

2. THIRD PARTY METHODS

I. PRIVATE EMPLOYMENT SEARCH FIRMS II. EMPLOYMENT EXCHANGES III. GATE HIRING AND CONTRACTORS IV. UNSOLICITED APPLICANTS/Walk-Ins V. INTERNET RECRUITING

I) PRIVATE EMPLOYMENT SEARCH FIRMS

A search firm is a private employment agency that maintains computerized lists of qualified applicants and supplies these to employers willing to hire people from the list for a fee. Private search firms have many plus points to their credit. They have many contacts and are especially good at contacting qualified, currently employed candidates who are not actively looking to change job. They can keep the firms name confidential till the deal is struck. They can advertise vacancies on their own, pre-screen hundreds of applicants and identify the right candidates in a highly professional way.
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On the negative side, the fees charged by search firms 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 in finding on who can deliver the results.

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II) EMPLOYMENT EXCHANGE

The employment exchanges maintain detailed records of job-seekers and refer appropriate 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 link 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 are regarded 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). It operates 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 encouraging the 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.
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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 many possibilities for their misuse- in the small scale sector in India.

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Labour contractors maintain close contacts with labourers and they can provide the required number of workers at a short notice. They constitute an important source of recruitment in many industries in India. 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 the organisation, all the workers employed through him will follow suit.

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IV) UNSOLICITED APPLICANTS/ WALK-INS

Company generally receive unsolicited applications from job seekers at various points of time. The number of such applications depends on economic conditions, the image of the company and the job seekers perception of the types 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 applicants self 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 to the companys website 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 with resumes and applications will also come from geographical areas that are unrealistically far away.

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THANK YOU

07-12-2013

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