Q.1 Mention and briefly explain different sources of
recruitment?
Recruitment:
Recruitment refers to the process of screening, and selecting qualified people for a job at an
organization or firm, or for a vacancy in a volunteer-based some components of the
recruitment process, mid- and large-size organizations and companies often retain
professional recruiters or outsource some of the process to recruitment agencies. External
recruitment is the process of attracting and selecting employees from outside the
organization. The recruitment industry has four main types of agencies: employment
agencies, recruitment websites and job search engines, "headhunters" for executive and
professional recruitment, and in-house recruitment. The stages in recruitment include
RAHUL GUPTA, MBAHCS (1ST SEM), SUBJECT CODE-MBOO27, SET-2 Page 1
HUMAN RESOURCE MANAGEMENT
sourcing candidates by advertising or other methods, and screening and selecting potential
candidates using tests or interviews.
Headhunters:
A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often
when normal recruitment efforts have failed. Headhunters are generally considered more
aggressive than in-house recruiters or may have preexisting industry experience and
contacts. They may use advanced sales techniques, such as initially posing as clients to
gather employee contacts, as well as visiting candidate offices. They may also purchase
expensive lists of names and job titles, but more often will generate their own lists. They
may prepare a candidate for the interview, help negotiate the salary, and conduct closure to
the search. They are frequently members in good standing of industry trade groups and
associations. Headhunters will often attend trade shows and other meetings nationally or
even internationally that may be attended by potential candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate placements
(sometimes more than 30% of the candidate’s annual compensation).
In-House Recruitment:
Larger employers tend to undertake their own in-house recruitment, using their human
resources department, front-line hiring managers and recruitment personnel who handle
targeted functions and populations. In addition to coordinating with the agencies mentioned
above, in-house recruiters may advertise job vacancies on their own websites, coordinate
internal employee referrals, work with external associations, trade groups and/or focus on
campus graduate recruitment. While job postings are common, networking is by far the
most significant approach when reaching out to fill positions.
· Passive Candidate Research
Firms / Sourcing Firms:
These firms provide competitive passive candidate intelligence to support company's
recruiting efforts. Normally they will generate varying degrees of candidate information
from those people currently engaged in the position a company is looking to fill. These
firms usually charge a per hour fee or by candidate lead. Many times this uncovers names
that cannot be found with other methods and will allow internal recruiters the ability to
focus their efforts solely on recruiting.
recruitment?
Recruitment:
Recruitment refers to the process of screening, and selecting qualified people for a job at an
organization or firm, or for a vacancy in a volunteer-based some components of the
recruitment process, mid- and large-size organizations and companies often retain
professional recruiters or outsource some of the process to recruitment agencies. External
recruitment is the process of attracting and selecting employees from outside the
organization. The recruitment industry has four main types of agencies: employment
agencies, recruitment websites and job search engines, "headhunters" for executive and
professional recruitment, and in-house recruitment. The stages in recruitment include
RAHUL GUPTA, MBAHCS (1ST SEM), SUBJECT CODE-MBOO27, SET-2 Page 1
HUMAN RESOURCE MANAGEMENT
sourcing candidates by advertising or other methods, and screening and selecting potential
candidates using tests or interviews.
Headhunters:
A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often
when normal recruitment efforts have failed. Headhunters are generally considered more
aggressive than in-house recruiters or may have preexisting industry experience and
contacts. They may use advanced sales techniques, such as initially posing as clients to
gather employee contacts, as well as visiting candidate offices. They may also purchase
expensive lists of names and job titles, but more often will generate their own lists. They
may prepare a candidate for the interview, help negotiate the salary, and conduct closure to
the search. They are frequently members in good standing of industry trade groups and
associations. Headhunters will often attend trade shows and other meetings nationally or
even internationally that may be attended by potential candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate placements
(sometimes more than 30% of the candidate’s annual compensation).
In-House Recruitment:
Larger employers tend to undertake their own in-house recruitment, using their human
resources department, front-line hiring managers and recruitment personnel who handle
targeted functions and populations. In addition to coordinating with the agencies mentioned
above, in-house recruiters may advertise job vacancies on their own websites, coordinate
internal employee referrals, work with external associations, trade groups and/or focus on
campus graduate recruitment. While job postings are common, networking is by far the
most significant approach when reaching out to fill positions.
· Passive Candidate Research
Firms / Sourcing Firms:
These firms provide competitive passive candidate intelligence to support company's
recruiting efforts. Normally they will generate varying degrees of candidate information
from those people currently engaged in the position a company is looking to fill. These
firms usually charge a per hour fee or by candidate lead. Many times this uncovers names
that cannot be found with other methods and will allow internal recruiters the ability to
focus their efforts solely on recruiting.
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