Various methods employed for recruiting employees may be classified into the full categories:
Recruitment methods or techniques are the means by which an organization establishes contact with potential candidates, provides them necessary information and encourages them to apply for jobs. These methods are different from the sources of recruitment.
Sources are the locations where prospective employees are available. On the other hand, methods are ways of establishing links with the prospective employees.
1. Direct Methods:
The various direct methods are— scouting—the representatives of the organisation are sent to educational and teaching institutions. These travelling recruiters exchange information with the students, clarify their doubts, stimulate them to apply for jobs, conduct campus interviews and short list candidates for further screening.
Here the employees of the organisation are asked to contact the public and tell about the vacancies.
This involves sending recruiters to seminars and conventions, setting up exhibits at fairs and using mobile officer to go to the desired centers.
2. Indirect Methods:
Advertisements in newspapers, journals, on the radio and T.V. are used to publicize vacancies. A well thought out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite qualification will apply.
This method is appropriate when the organisation wants to reach out to a large target group scattered geographically. Whenever necessary a blind advertisement can be given in which only Box No. is given without identifying the firm.
3. Third Party Method:
Various agencies can be used to recruit personnel. Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade unions, labour contractors are the main agencies. In addition, friends and relatives of existing staff and deputation methods can be used.