Recruitments Sources Around The World

Definition

Recruitment is the process of finding and attracting capable applicants for employment. And The process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner.

Recruitment sources

· Direct Applications

· Outdoor (Roadside Billboards) & Transit (posters on buses & subway.

· Professional & Trade Associations

· Newspapers & Magazines

· Campus Recruitment

· Radio

· Consultants

· Promotions

· Employee Referrals

· Recruitment by Internet (Applicants Provider Websites)

· Direct Mail campaign

· Gate Hiring

· Job Fairs

· Transfers

· Employment Exchange

· Recruitment trough social networking sites

Direct Applications

Applying directly to the source and search for and apply for jobs online directly on many company web sites. At most company sites, can apply for all level positions online - from part-time hourly jobs to top management positions. And

Apply at a Hiring Kiosk. Hiring kiosks allow job applicants to fill out online job applications (instead of paper ones) while in a store or office.

Outdoor (Roadside Billboards) & Transit (posters on buses & subway.

Targeted posters, signs, and door hangers can be another low cost and effective method for attracting minority candidates. Use messages that appeal to the reader. E.g : The Los Angeles Police Department's most successful recruitment campaign targeted at minorities focused on a poster depicting minority police officers, with the caption, "Our cops only come in one color. Blue."

There are many ways to recruit the right candidate, people usually think of the colorful billboards along our streets and subways. Included in the "outdoor" classification, however, are benches, posters, signs and transit advertising (the advertising on buses, subways, taxicabs and trains). They are all share similar information. Outdoor ads reach job seekers as an element of the environment. Some outdoor Advantages: Since it is in the public domain, giving ads in the outdoor (Roadside Billboards) & Transit (posters on buses & subway.

Assuredly reaches job seeker. People can’t “switch it off" or "throw it out." People are exposed to it whether they like it or not. In this sense, since most messages stay in the same place for a period of a month or more, people who drive by or walk past see the same message a number of times. Doing this kind of activities the message passes to one to ten people ten to thousand. So particular locations can be acquired for certain purposes. A billboard located a block in front of your business can direct people to your showroom. Or you can reach rural areas efficiently by placing a billboard in each small town. Outdoor (Roadside Billboards) & Transit (posters on buses & subway ads is an excellent adjunct to other types of adverts you are doing. In fact, it is most effective when coupled with other media. In the grabbing job seekers attention.

Professional & Trade Associations

Professional associations can be a doorway into the specific professions you most need to recruit from. Study your talent needs, and then identify the associations with the most potential. With the right approach and a commitment to a long-term relationship, this strategy offers high potential for building a talent pipeline for the challenging future.

While it’s important to be able to fill your immediate recruitment needs, it’s also essential to take a strategic, long-term view of hiring so that you can maintain the health and growth of your organization into the future.

Building a talent pipeline has never been so important and trade associations provide a way into a targeted and engaged audience.

Creating a professional association strategy
as with most strategic planning, research is key. Investigating the trade associations affiliated with your target industries or professional including their publications, membership criteria, certificates, etc to determine those that promise the greatest return on your investment of time and energy.

Don’t target each and every professional association that is out there, just pick out the ones that your think the people you want to attract to your business will be members of. The next step of the strategy is making yourself a known entity within the association. This could come from sponsorship of events, or simply providing content for their newsletters or magazines.

Putting your strategy into place requires:

Acquiring industry knowledge - know what is going on now and in the future in the relevant sectors and mark your company out as a thought leader in your specialist area.

Building contacts - pick out key names from articles as people you want your business to be associated with. As well as being useful networking contacts, others will see you're connecting with the right people and will be naturally attracted to your business.

Have a physical presence - putting your logo on the association website isn’t enough. You need to make an appearance at association meetings and industry events to show that you're actively engaged in the industry and have credibility and expertise.

This avenue gives you the opportunity to engage the passive job seeker that you may not otherwise attract. Placing job adverts on the association website is one thing, but attending industry events and talking face-to-face with people can open up whole new doors.

Professional Association Recruiting Tips

Before jumping on the association bandwagon, remember to:

· Be Constant: You can't just show up at one meeting and poach the talent you find. Instead, commit to a long-term relationship, participate often and understand you might not see immediate results.

· Focus on Members' Needs: Just as in any networking interaction, the more you focus on your audience and investigate their needs, the more credible and valued you will be.

· Interact with as Many People as Possible: Every meeting is an opportunity to meet new members. Don't waste the opportunity by latching onto the people you already know or those you perceive as having the highest potential. Instead, make the rounds, establish your presence, and soak up information rather than talking about yourself and your company.

· Build Your Visibility: You have valuable knowledge about employment issues, hiring trends, employer needs and more. Volunteer to give an educational presentation once or twice a year. Members will come to recognize you as "the" recruiter for their industry.

· Commit to these steps over the long haul, and bring a prime position for building a talent pipeline for the future.

Newspapers & Magazines

Here it is easy to place job ads without much of a lead time. It has flexibility interms 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. 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.

In many ethnic/minority communities there are small newspapers (larger papers in the larger metropolitan areas) that address the needs of their readers. These papers can be excellent vehicles for placing recruitment messages, and are usually less expensive than the major metropolitan newspaper. Nationwide Advertising Service, for example, publishes a listing of minority newspapers in North America for their clients.

Many so-called experts predicted that help wanted ads would become obsolete as the Internet grew in popularity. In reality, wanted ads are still going strong and remain one of the most important job search steps for jobs at the mid-management level and below they.
For the more rank-and-file positions, classified help wanted ads will be even more productive.

It's simply easier and more comfortable to pick up the newspaper and quickly scan the employment ads. Ironically, it's actually faster to scan a newspaper page full of want ads than it to page through many screens to get the same information online.

· Newspaper classified ads are used for a variety of reasons, but the bottom line is that for mid-level positions and below.

Campus Recruitment

Campus Recruitment or campus interview is the program conducted within educational institutes or in a common place to provide jobs to students pursuing or in the stage of completing the program. In this program, industries visit the colleges to select qualified students.

Types of Campus placement

There are two types of campus placement. They are on-campus and off-campus.

On-campus placement

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.

Project Placement

Companies recruit students to do their academic project in the industrial environment.

Student Internship Placement

Companies recruit the students as interns. Internship will be during their student period.

Objective

The major objective of campus placement is to identify the talented and qualified professionals before they complete their education. This process reduces the time for an industry to pick the candidates according to their need.

Procedure

Pre-Placement Talk

A presentation about the company will be made during the pre-placement talk. Basically the presentation includes the information like selection procedure, company’s milestones, organizational achievements, candidate scope of improvement within the organization if selected, salary, employment benefits. Usually this presentation will end up with question and answer session, students given chance to ask questions about company.

Educational qualification

Companies who interested in campus visit for recruitment purpose will have specific qualification criteria. Qualification criteria include marks or grade range, specific program.

Written Test

Qualified students will undergo a test. This is usually a simple aptitude test but depending on company and the position looking for, the difficulty level of the test may be at the higher side.

Group discussion

Most of the companies will have this round as a filtering round. This round may or may not be conducted.
A common topic is placed before the group and a formal discussion or knowledge sharing is expected by the judge. Purpose of this round is to check communication skills, etiquette of person, listening ability, convincing power, group leadership, leader or follower and many more thing are evaluated on the basis of requirement or the particular intention of organization or company.

Technical Interview

Based on outcome of above said process, students will further undergo a round called technical round. This round evaluates the technical ability of the student. In most of the cases this will be an individual round but it may be grouped with the formal interview.

Formal interview

Final round of the selection process, where the student’s stability and his confidence level towards the particular work will be evaluated.

Post-Placement Talk

Once the student is selected, he will be given an offer letter. Company’s executive may provide guidelines about joining procedure and other prerequisites if needed.
Radio
Description:

During the radio program RJ announces the information about different kinds of vacancies that are supplied by the recruiting company web page. Only the vacancy positions that are published on the web page during the day are announced in the add..

During the broadcast there are HR and sponsor promos. Also listeners are advised to visit the company web page for farther information.

During the Program may be announced:

a. Name of the company

b. Title of the position and a short description

c. Location of the company

d. Contact information of the company

e. Deadline for receiving CV

Benefits

The radio messages reach the most ears!. The applicants you are trying to attract with your current recruitment advertising campaign may have simply skimmed the classified section of their local paper...So, even if job offer is an attractive one, how will they find out about it?

Advantages of Recruitment Advertising on Radio

Radio can target a specific audience and reach your best pool of applicants; it's the best way to target young professionals who don't read a local paper.
Radio reaches passive job seekers; those who are already employed, but are open to new professional opportunities
Radio reaches potential candidates wherever they are: at home, at work, in the car, at the game, online or even in the show!
Radio has no "ad clutter." Your message won't be lost among many other similar competitive messages
Radio advertising doesn't stop at the city line
Radio offers flexibility; schedule or copy changes can be done quickly and easily

9.5% of Americans listen to the radio sometime during the week and the average person listens for 4 hours a day.
Radio works with other media and adds strength to your existing recruitment campaign...ultimately increasing its effectiveness.

Consultants or Consultancy

The Placement Consultancy Services provide by the consultant companies have made it possible for the organization to get a right person for the right job.

What is consultancy?

Employment agencies have played and playing a vital role in the recruitment market by creating a significant link between client companies and prospective candidates. Job seekers or companies require the service of employment agencies to cater to their professional needs. The employment agencies bring together employers and candidates who are really suited to each other and in this way they help in forming a successful working environment. Often young people are not sure how to use an employment agency or for that matter what to expect from an agency. The truth is that nowadays, it is very necessary to hire the services of a recruitment agency to get a dream job. After approach an employment agency job seeker should provide them with detailed information about your qualification, experience and interests, he being the eyes and ears of potential employers can help to get the desired job.

With the highly increasing competition rate, youth is becoming much more concerned towards the carrier. The rate of job seeker is increasing at faster pace as compared to the job opportunities available. Moreover there are times when an appropriate job is there and the person is not aware about that job or vacancy. This is the time when the Placement consultancies show a way to the job seekers. Now days there are many consultant companies, which tie up with the big companies and help both the job seeks as well as the employers who need people. And different techniques are adopted by the recruiting agencies to analyses and evaluate the aptitude and capability of the candidates before selecting them to the assigned posts. Recruitment involves various rounds of interviews that can help to assess the candidates from different perspectives.

These Placement and Consultancy companies deal with recruitment in many different sectors such as Airport Services, Cruise Staff, job opportunities in Departmental Stores, Doctors and Specialists, Domestic Services, Project Engineers, Project Managers, Security Services ,Bpo , ITES ,IT ,Healthcare and many more. These placement agencies even have recruitments for the unskilled personnel.

Advantages

Expanding businesses and increasing growth rate of the market stands as a barrier in the direct recruitment process of a company. Direct recruitment results in wastage of time, money and sources in finding the right man power. This is also a valid reason for the growth of Placement and consultancy services provided by various companies. These companies work as an intermediary between the job seekers and the employers.

The Role of Recruitment Consultants

Providing market knowledge and advice to employers
Sourcing suitable candidates via networking, advertising and referrals
Maintaining candidate networks
Providing resume, interview and career advice to candidates
Interviewing candidates on a general basis and for specific roles
Managing the job offer process and negotiating salary packages
Maintaining market and commercial awareness through research and networking
Developing and managing ongoing client relationships - both on the phone and face to face
Organizing and attending regular client entertainment events

Planning manpower: Every company requires an appropriate number of workforces. The staff level should neither be too high to cause loss to the company nor be too small to cause inadequacy to meet the production demands of the company. The recruitment agencies analyses the production of the company and decide the staffing levels required there in.

Promotions

A promotion is the advancement of an employee's rank or position in an organizational hierarchy system. Promotion may be an employee's reward for good performance i.e. positive appraisal. Before a company promotes an employee to a particular position it ensures that the person is able to handle the added responsibilities by screening the employee with interviews and tests and giving them training or on-the-job experience. A promotion can involve advancement in terms of designation, salary and benefits, and in some organizations the type of job activities may change a great deal.

Brief information about promotion

A promotion can involve advancement in terms of designation, salary and benefits, and in some organizations the type of job activities may change a great deal. In many companies and public service organizations, more senior positions have a different title: an analyst who is promoted becomes a "principal analyst"; an economist becomes a "senior economist"; or an associate professor becomes a "full professor". The amount of salary increase associated with a promotion varies a great deal between industries and sectors, and depending on the what parts of the hierarchical ladder an employee is moving between. In some industries or sectors, there may be only a modest increase in salary for a promotion; in other fields, a promotion may substantially increase an employee's salary.
The same is true with benefits and other privileges; in some industries, the promotion only changes the title and salary, and there are no additional benefits or privileges (beyond the psycho-social benefits that may accrue to the individual). In some not-for-profit organizations, the values of the organization or the tightness of funding may result in there being only modest salary increases associated with a promotion. In other industries, especially in private sector companies, a promotion to senior management may carry a number of benefits, such as stock options, a reserved parking space, a corner office with a secretary, and bonus pay for good performance.
The degree to which job activities change varies between industries and sectors. In some fields, even after an employee is promoted, they continue to do similar work. For example, a policy analyst in the federal government who is promoted to the post of senior policy analyst will continue to do similar tasks such as writing briefing notes and carrying out policy research. The differences may be in the complexity of the files that the individual is assigned to or in the sensitivity of the issues that they are asked to deal with.
In other fields, when an employee is promoted, their work changes substantially. For example, whereas a staff engineer in a civil engineering firm will spend their time doing engineering inspections and working with blueprints, a senior engineer may spend most of their day in meetings with senior managers and reading financial reports. In symphony orchestras, when a musician such as a violinist is promoted to the position of concertmaster, their duties change substantially. As a violin player, the individual played the music as part of the violin section. As a concertmaster, the individual plays solo parts, decides on the bowings and interpretation of the music, and leads the violins during performances.
Different organizations grant the hiring and promoting managers different levels of discretion to award promotions. In some parts of the private sector, the senior management has a very high level of discretion to award promotions, and they can promote employees without going through much procedures or formalities such as testing, screening, and interviewing. In the public sector and in academia, there are usually many more checks and balances in place to prevent favoritism or bias. In many Western public service bodies, when a manager wants to promote an employee, they must follow a number of steps, such as advertising the position, accepting applications from qualified candidates, screening and interviewing candidates, and then documenting why they chose a particular candidate. In academia, a similar approach is used, with the added safeguard of including several layers of committee review of the proposed promotion using committees which include members of other faculty and experts from other universities.

Employee Referrals

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. But, provided that there is already a diverse workforce in place this ceases to be such an issue.

Improved candidate quality, ‘fit’, and retention

The one-to-one direct relationship between the candidate and the referring employee and the exchange of knowledge that takes place allows the candidate to develop a strong understanding of the company, its business and the application and recruitment process. With this information the candidate is ideally placed to assess their own suitability and likelihood of success at the company and make an informed decision, with the support of the referring employee as to whether to apply. This is the start of the company’s recruitment process where, at no cost to the employer, candidates and employees remove unsuitable and poor quality candidates, from the recruitment process ensuring a consistently high quality of applications

Candidates who are interviewed are thoroughly prepared resulting in superior interview to job offer conversion rates. In addition, successful candidates get up to speed faster compared to other recruitment methods. Candidate ‘fit’ to the company’s culture, departments and teams is improved as the expectations of candidate and employer match. This significantly increases the level of staff retention and builds a loyal and committed workforce - ultimately reducing the company’s future recruitment requirements

Reduction in Recruitment Expenditure

Employee referral scheme’s allows existing employees to screen, select and refer only the best candidates to the recruitment process. This eliminates the often considerable cost of third parties service providers who would have previously conducted the screening and selection process

The costs of operating an employee referral scheme extends to the cash bonus’ paid to employees and internal promotion and administration, the total of which is considerably lower than the expense of recruiting using traditional recruitment consultants, headhunters and online recruitment methods

As candidate quality improves and interview to job offer conversion rates increase the amount of time spent interviewing decreases meaning the company’s Human Resources headcount can be streamlined and be used more efficiently. Marketing and advertising spend decreases as existing employees’ source potential candidates from the existing personal networks of friends, family, acquaintances and associates.

The opportunity to improve candidate quality, ‘fit’, and retention levels, while at the same time significantly reduce recruitment expenditure has seen the emphasis employers place on increasing the volume of recruits by employer referral increase dramatically. However, there are number of obstacles to achieving the desired increase:

v An employee’s social network is limited – only a small proportion of the network may be suitable for referral

v Recruiting from an employee’s limited social network may compromise the diversity of the workforce

v Actively referring candidates increases an employee’s workload and may be detrimental to their main responsibilities

v The best and most relevant candidates may not be acquainted with an existing employee of the company and therefore cannot be recruited via the referral scheme

An employee referral scheme is only as good as the volume and quality of candidates applying through the channel.

Recruitment by Internet (Applicants Provider Websites)

The Internet has revolutionised the recruitment world, drastically changing the way companies and recruitment agencies look for quality talent. The Internet is probably one of the greatest recruitment resources available to Recruiters. More HR managers and recruitment agencies are recruiting on the Web whether through online job boards, corporate recruitment websites or E-Recruitment solutions.

The Internet makes huge numbers of Job Seekers available to Recruiters as millions of Job Seekers surf the Web to search for jobs, post their CVs and fill out job applications daily. The immense power of the web enables Recruiters to make use of online recruitment solutions like recruitment websites or job boards to ensure that the recruitment process becomes simplified and cost-effective. The nascent Internet recruitment industry is poised for explosive growth, but figuring out how to tap into the power of recruiting over the Internet may seem somewhat daunting.

What is Internet Recruitment

Don't get frazzled by the many terms used to describe Internet recruitment. The words E-Recruitment and Online Recruitment are often used interchangeably to describe the very same thing. Websites such as monster, Careerbuilder.com and indeed and craigslist, Kelly services attract large national and international audiences. Online recruitment helps recruiters attract, short-list, regret, filter, test and recruit job seeker applicants with a minimal amount of administration.

Utilized correctly eRecruitment can be used to for the entire recruitment process, from advertising job vacancies and receiving candidate applications, to the back office processing where human resources and line managers can create their own talent pool of potential recruits.

What to expect from Online Recruitment Sites

Job boards (or job portals) and recruitment websites usually offer the very similar solutions as eRecruitment sites, however the level of functionality and services offered by each differ in relation to the company's business model or niche industry. The country also plays a significant role in determining what type of solutions may be offered by the job portal. While most job boards allow the recruiter to advertise and manage jobs online, an effective online recruitment solution (also known as E-Recruitment Solution) provides recruiters with sophisticated solutions to manage the entire recruitment process online thereby reducing the recruitment cost and time

Advertising Job Vacancies Online

Finding the right person for the job is always the core objective, and by advertising job vacancies on the Internet it is possible for Recruiters to attract both active and passive Job Seekers. The advantage of advertising your job vacancies online is that the ads appear on the web for 30-60 days rather than in one edition of a printed newspaper. Additionally, you don't pay for the advertisement based on the space taken; job boards usually allow you to use all the space necessary to describe the position adequately and attractively. The format in which the ad appears, length of ad, duration and volume of job advertisement postings differ from job site to job site. Some job sites allow once-off job advertisement postings where ad hoc employers can advertise their rare job vacancies online for a limited period of time. Other job portals provide bulk job posting discounts or subscription packages.

Searching the Job Seeker Database

Most online recruitment sites retain a state-of-the-art CV (Curriculum Vitae) / Resume database of either active or passive Job Seekers. While many job sites provide Recruiters and human resource professionals access to search the online database of job seeker CV's, in South Africa most e-Recruitment sites have reserved this luxury for placement (employment or recruitment) agencies only as they are committed to protecting the Job Seeker's confidentiality by ensuring that their identity (and the fact that they are on the job market) is not potentially exposed to the Job Seeker's current employer.

Application Process Management

Application management or application tracking systems manage the entire application process through automated communication with job applicants. Recruiters are able to view applications online and/or receive job applications directly in their email inboxes. However, today's recruitment systems are designed to do a whole lot more than just reduce paperwork; they can receive, sort, shortlist, contact and regret job applicants directly from the web-based interface. They provide better management of applicant information online and can be used to send mass regret notifications (bulk-regret) to multiple job applicants instantly.

Pre-screening and Filtering

The more advanced web-based recruitment solutions have incorporated pre-screening or filtering systems as part of their functionality. The extent and nature of these differ considerably from one service provider to the next. Some recruitment sites provide system generated background checking on job applicants, while others offer more sophisticated psychometric or career assessment tests. Other effective, but less complicated solutions include tailored questionnaires that detect required skills to meet the exact needs of the position. Skill based automated pre-screening greatly reduces the time spent during the recruitment cycle and increases the probability of hiring the right candidate for the job.

Corporate Recruitment Websites

E-Recruitment solutions can provide an interface that allows companies to post jobs on their own company website as well as accepting CV's through the company's website. While some candidates are actively looking to change jobs, others may be more hesitant to post their resumes on job boards for fear that their current employers might see their CV. A company website s own recruitment section offers more opportunity for the employer to provide facts about the company's culture, environment, practices and recruitment processes. Establishing an employment section on the company's site can provide a very cost effective means to building up a company's own talent pool of prospective employees while reinforcing the value of the brand to potential job applicants.

The eVolution of eRecruitment

There is far more to online recruitment than job advertising, database search and online application management. Some trends in internet recruiting shows a rise in the emergence of corporate recruitment videos, online interviews and online recruitment networking. Other value added services will include HR and Recruitment Communities, Forums, Blogs and Recruiting news.

E-Recruitment further lends itself to a natural extension of e-HR (Human Resources) solutions where HR processes such as payroll management, skills development, employee benefits, exit interviews and retention management can be outsourced to an online service provider. These systems are usually designed to integrate with existing intranet, payroll and HR back-end systems effortlessly and effectively. This level of sophisticated integration aids in combating longer term recruitment issues through the effective use of people management. If you haven't considered an eRecruitment solution by now, then you are not evolving. The many benefits offered by online recruitment services are extensive and the evolution of recruiting on the web will further path the way to successful, cost-effective hiring and people retention.

Direct Mail campaign

Direct mail targets a specific audience with a message designed just for them. Today's direct mail technology not only lets us identify exactly which potential applicants we want to target based on geography, education, and professional certification – it even lets you tweak your message to individual sub-groups (or even individuals) through variable data printing. It is a great way to target exactly the candidates we need for those perennially hard-to-fill positions in the organization.

Many job seekers send out "mass mailings" of their cover letter and resume to a variety of companies whether they are aware of a job opening at that company or not. This is not the most effective method of job seeking, but it can be used with some success.
To make it the most effective, candidate should carefully research the companies interested in targeting. Prepare a cover letter and resume that speak specifically to the needs and expectations of that employer. This means that each cover letter and resume that goes out must be tailored to the employer and to the job for which you are applying. There are a variety of resources available for researching employers, including employer directories, chamber of commerce information, company websites, and local newspapers On-line versions can be particularly effective for research.
Direct mail. By using mailings targeting minority candidates either by mailing lists that are available for purchase, or by targeting zip codes by community, messages can appeal directly to the candidates you are trying to reach. Direct mail is equally effective for targeting professional, technical, and managerial positions as it is for entry-level candidates. Select the mailing list and the direct mail message accordingly. One method used to target minority graduates is through the Minority Graduate Data Base, a PC-compatible resource.

Gate Hiring

Gate hiring or Recruitment at gate: It is usually followed by many industries like Bpo, ITES, IT, Engineering and more to fill up vacancies at lower level. And some large enterprises usually play a notice on notice board specifying details of job available. A large number of unemployed persons assemble at gate where personnel manage scrutinise them & pick the persons as per requirement.

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 worldwide.

Job Fairs

A job fair is also referred commonly as a career fair or career expo. It is a fair or exposition for employers, recruiters and schools to meet with prospective job seekers. Expos usually include company or organization tables or booths where resumes can be collected and business cards can be exchanged. In the college setting, job fairs are commonly used for entry level job recruiting. Often sponsored by career centers, job fairs provide a convenient location for students to meet employers and perform first interviews. Online job fairs offer the same convenience online.
Job fairs are good places to meet many company representatives from corporations of all industries and sizes during a short period of time. Every job fair has a set of similar, basic elements or processes that require your attention. Job fair networking can be generally described as the process of interacting with, obtaining contact details of, and getting to know corporate recruiters.

Job fairs are becoming a more common method of entry level recruiting and initial screening. For the corporate recruiter, they offer an opportunity to reach interviewing terminal velocity the highest possible number of prospects in the shortest possible amount of time. For many students, job fairs provide a freebie opportunity to meet with multiple employers in the same day and at one place. And Job fairs have a set of rules and protocols all their own.

Different Types of Job Fairs

Campus-Sponsored Job Fairs

The campus-sponsored job fair is by far the most popular for college students. For many, this is the job fair. Larger campuses will often have several different job fairs, each one geared toward a specific discipline. They are usually sponsored by the Career Center on campus, although some may be sponsored by a particular academic department, club, or group. The campus-sponsored job fair is ideal for most college students since it is convenient, the lines are generally shorter than at commercial job fairs, and employers are predisposed to and familiar with the college. Many employers attend the job fair in advance of their on campus recruiting activities, while some use this as their only campus visit. Often the more astute employers will bring along a recent grad, possibly even from your school, to talk with prospective grads. Another trend in recent years has been for smaller colleges to combine together to create consortium job fairs.

Campus-Sponsored Career Days

Campus job fairs will always be the most productive, since the employers already have an interest in your college. As a sideline to the campus job fairs, many campuses now have an event they call Career Day in the fall semester, and a Job Fair in the spring semester. The big difference is that many employers who come for Career Day are not actively hiring at that time. They often come for the exposure to students ahead of on-campus interviews or the spring job fair. It serves as more of an information-sharing activity than a recruiting activity. In short, it’s a good time to meet employers in advance and gather up all their slick glossies on what they think makes them the best employer in the world.

Commercial Professional Job Fairs
These general professional job fairs are geared to a wide range of professional occupations, from accounting to programming to engineering to sales and many more.

Commercial Specialty Job FairsThese professional job fairs are geared toward a specific group, such as Computer Job Fair or Technical/Engineering Job Fair. It is based on the job seeker specialty groups; this is an excellent resource for finding hiring employers. Again, this is one of the competing job fair candidates should ready to compete against literally hundreds of better qualified candidates.

Community Job Fairs
These are free-for-all job fairs offering everything from Swing Shift Manager at McDonalds to professional and management positions. There are often over one hundred employers involved.

Transfers

Transfer refers to the shifting of employees form one job to another within the same organization where salary, responsibilities and category of the new job with hike of salary and positions. Transfer of an employee can be done in other department of the same plant or office or to the same department of plant or office located in other region/city.

Types of Transfer:

Production Transfer: When the transfers are being made for filling the position in such departments having lack of staff, from the departments having surplus manpower it is called production transfer. It prevents the layoffs form the organization. Also it is good to adjust existing staff rather than to hire the new one.

Remedial Transfer: Remedial transfer refers to rectification of wrong selection or placement of employees. If the employee can adjust himself in the given job he can be transferred to the job where he can use his skills and abilities accordingly.

Versatility Transfer: Such transfers are done to increase the versatility in the employees so that he can work different kind of jobs. This is done by transferring employee to different jobs closely related in same department or process line.. This is used as a training device. It helps employee to develop him and he is equipped for the high responsibility jobs as he is having knowledge of the whole process.

Employment Exchange

What is an Employment Exchange

An Employment Exchange is an organization that provides employment assistance on the basis of qualification and experience. The Departments of Employment in various States allow unemployed educated youth residing in the respective States to pre-register for impending job vacancies occurring in different sectors of that State. The registered job seekers, in many States, can also check their status on the job waiting-list online. They also allow job seekers to search for suitable jobs and to update their resume or can walk-in to nearest Employment Exchange do it by manual registration procedure. Employers can post their vacancies with these exchanges and choose from among the registered candidates as per their requirements. Unemployed persons as well as currently employed persons looking for more suitable jobs can register.
Thus it will be clear that the employment exchange is a ground for all the job seekers especially the ones interested in government sector. There are different opening provided by the employment exchanges candidates have to opt for one that is suitable. Once become registered member then candidates will come to know about all the information employment exchange programs.
Employment Exchanges play a significant role in assisting the youth in finding employment in paid jobs. They also assist them in starting Self-Employment Ventures through Vocational Guidance activities. Registering the applications of job-seekers and notifying them about vacancies, collection and dissemination of Employment Market Information, Vocational Guidance to students and the youth are the major functions of Employment Exchanges.

Recruitment trough social networking sites

Another popular topic for job seekers is the role of social networking in the hiring process. As sites like Facebook have expanded into an unwieldy beast that no one could have predicted, job seekers of all ages have profiles that they might not want their future employers to see. Now that this is common knowledge and the first wave of social networking users have moved from school to work, many of employers using these sites to check out candidates.
The tight labor market is forcing companies to look for staff wherever they can – including social networking sites such as Facebook.
Social networking sites are often used by companies as part of broader employee referral programs (ERPs), where staff are provided incentives to find new workers. Up to 73% of respondents used ERPs, and 19% of new hires were sourced in this way.
Professional networking sites such as LinkedIn, facebook provide data on a person’s skills, previous roles and business contacts – information that is probably more valuable to an employer than a potential recruit’s favorite band or movies. “I think personally it’s the professional networking sites that will provide the opportunity, rather than the social networking space.”
A large number of recruitments are being done through social networking only. This is because, most of the open positions in industry are very critical from business point of view and company need good talent who can come on the board ASAP. Generally good talent are not active on the job board, today peoples are busy with their office responsibility and social loads that they actually don’t have time to go through the Job Ads on newspapers or mailbox, so a fair mass mail or job positing can attract some 100 or 500 jobseeker in 3-4 days time. Who keep on changing the job almost every year or does not fit the educational background required for particular job. So in that case, we are generally using "Words of Mouth" Ad method and it’s actually helps. People are active on social networking site like LinkedIn, facebook, and twitter these days.

Thank you

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Shivanand.M.Savalagi

Search This Blog