Recruitment Sources

Recruitment Sources

There are many sources a company can use for their recruitment process whether it is internal recruitment or external recruitment and the allocated budget for the recruitment process. According to (Arthur, 1999) it is important for a company to not stick to one source of recruitment at all times, as it may result in acquiring a similar type of employees with quite similar ideas or not the right candidate for the job role, whereby diversifying the recruitment sources there will be a high chance of acquiring more suitable and unique candidates. Example: If a company only posts their job vacancies through newspapers advertisement, there is a higher probability of acquiring older generation candidates who are sticking to traditional ways, which would lead to less chance a company would be acquiring young blood or new modern innovative ideas to the business, as younger generation prefers searching for vacancies through websites and other online platforms. 

Company noticeboard, newspaper or email.

This approach is most suitable for internal recruitment, where a company would advertise job vacancies through the company notice board, company newspaper or email. By doing so companies could reduce the recruitment cost and increase motivation through promotions and the selected candidate would already know about the company (Borrington & Stimpson, 2013). For example, a company with multiple sub-companies could promote its job vacancies within the organization and transfer selected candidates within the organization.

Websites and online platforms 

This is an external recruitment method, where companies decide to advertise their job vacancies through websites and platforms such as Facebook, Linkedin, Twitter, and websites that are dedicated job vacancies. (Borrington & Stimpson, 2013)

Job fairs 

According to (Arthur, 1999) a job fair is a function that gathers a group of companies to interview several applicants over a period of one or two days. The gathered companies will pay a certain fee to the hosted company and will get to interview unlimited applicants in a limited time, this approach is often used for specialized fields such as engineering. The cost of recruitment in this approach is relatively low as it is the responsibility of the hosted company to promote the function and build awareness in the market and bear other expenses such as location fees, and operation costs for the function. 

Government Agencies

This is also an external recruitment method that is most suitable for companies looking to recruit foreign labor. If a country has a shortage of labor for specific industries companies could post their job requirement for government agencies and hire foreign employees(Arthur, 1999). This approach could lead to getting skilled labor for a relatively low cost. 

Superior Solutions BPO (PVT) Ltd the company which I work for used to do job advertisements through newspapers and websites dedicated to job postings, but many of the candidates who applied for the job posting did not have the requirements that Superior Solutions look for, one requirement mainly been that the applicant should be located at least in a 10km radius from the location of the office. This was because Superior Solutions do provide company transport to their employees. Superior Solutions change its recruitment source from traditional methods such as newspaper & website advertisements to social media advertisements such as Facebook and Instagram, this enables Superior Solutions to select the geographical location where they want to run their advertisement and was able to acquire applicants who were close to the office with the required skills. 

References

Arthur, D. (1999) Recruiting, interviewing, selecting & orienting new employees. Boulder, CO, new York: NetLibrary, Inc.

Borrington, K. and Stimpson, P. (2013) Cambridge IGCSE Business Studies 4th edition. UK, london: Hodder Education.