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    External Recruitment

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    Varsha Pandey
    This document discusses external recruitment methods for companies, including employment exchanges, walk-ins/write-ins/talk-ins, and recruiting displaced persons. It provides details on employment exchanges, their functions of increasing the applicant pool and screening candidates, and their declining relevance. It also describes walk-ins, write-ins and talk-ins as common direct application methods, and notes employers prefer walk-ins for their lack of hassle. Additionally, it covers how development projects can displace people, and companies have a social responsibility to recruit from this displaced population.

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    External Recruitment

    Uploaded by

    Varsha Pandey
    74 views12 pages
    This document discusses external recruitment methods for companies, including employment exchanges, walk-ins/write-ins/talk-ins, and recruiting displaced persons. It provides details on employment exchanges, their functions of increasing the applicant pool and screening candidates, and their declining relevance. It also describes walk-ins, write-ins and talk-ins as common direct application methods, and notes employers prefer walk-ins for their lack of hassle. Additionally, it covers how development projects can displace people, and companies have a social responsibility to recruit from this displaced population.

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    This document discusses external recruitment methods for companies, including employment exchanges, walk-ins/write-ins/talk-ins, and recruiting displaced persons. It provides details on employment exchanges, their functions of increasing the applicant pool and screening candidates, and their declining relevance. It also describes walk-ins, write-ins and talk-ins as common direct application methods, and notes employers prefer walk-ins for their lack of hassle. Additionally, it covers how development projects can displace people, and companies have a social responsibility to recruit from this displaced population.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    74 views12 pages

    External Recruitment

    Uploaded by

    Varsha Pandey
    This document discusses external recruitment methods for companies, including employment exchanges, walk-ins/write-ins/talk-ins, and recruiting displaced persons. It provides details on employment exchanges, their functions of increasing the applicant pool and screening candidates, and their declining relevance. It also describes walk-ins, write-ins and talk-ins as common direct application methods, and notes employers prefer walk-ins for their lack of hassle. Additionally, it covers how development projects can displace people, and companies have a social responsibility to recruit from this displaced population.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 12

    EXTERNAL RECRUITMENT

    Employment exchanges
    Write-ins, walk-ins and talk-ins
    Displaced persons

    have been set up all over the country in difference


    to the provisions to Employment
    Exchanges
    (Compulsory Notification of Vacancies)Act, 1959.
    The Act applies to all industrial establishments
    having 25 workers or more.
    The Act requires all industrial establishments to
    notify the vacancies before they are filled.

    Functions of an Employment
    Exchange
    The major function is to increase the pool of possible
    applicants and to do preliminary screening.
    Act as a link between the employers and the prospective
    employees.
    Particularly useful in recruiting blue collars, white
    collars and technical workers.

    History and present scenario of


    employment exchanges
    First established to help resettle soldiers returning to
    civilian life after World War II.
    And later, for those who were displaced by partition.
    In recent years, they have lost relevance as several states
    have set up their own recruitment boards to fill local
    posts from teachers to public transport drivers,
    bypassing these exchanges.

    1996 Supreme court ruling allowed the private sector to


    hire employees from outside employment exchanges
    which was a big blow to these exchanges.

    There are 965 exchanges across the country, 46 million


    people registered seeking jobs, only 2,60,000 of them
    found jobs, success rate = 0.56%

    Walk-ins, Write-ins and Talk-ins

    The most common and least expensive approach for


    candidates is direct applications, in which job seekers
    submit unsolicited application letters and resumes.
    Direct applications can also provide a pool of potential
    employees to meet future needs.

    EMPLOYERS VIEWPOINT walk-ins are preferable as they are free from the hassles
    associated with other methods of recruitment.
    Direct applications are particularly effective in filling
    entry-level and unskilled vacancies.
    Some companies even compile pools of potential
    employees and direct application for skilled positions.

    WRITE-INS
    Those who send written enquiries. These jobseekers are
    asked to complete application forms for further
    processing.

    TALK-INS
    Becoming popular these days. Job aspirants are
    required to meet the recruiter on an appropriated date
    for detailed talks. No applications are required.

    Displaced persons
    Siting and implementation of a project in an area would
    result in displacement of several hundred inhabitants.
    Rehabilitating the displaced people is a social
    responsibility of the business.
    Such people are a source of recruitment, not only for the
    project which caused the displacement, but also for other
    companies located elsewhere.

    Rehabilitation of displaced persons is mandated by the


    government, and the World Bank has made it a
    conditionality for granting assistance to the concerned
    country.

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