PSYCH-105 Industrial Psychology
Chapter 15: Recruitment and Selection
Methods of Recruitment
I. Direct Recruitment
1. Campus Recruitment
The recruiter known as travelling recruiter or personnel scout visits schools, colleges, universities, vocational technical institutes and management institutes looking for meritorious degree holders, engineers, technicians, etc. Generally, field recruiting is performed in cooperation with the placement bureau or section of the educational institutes which provide necessary assistance in attracting students, arranging interviews and making available space and synopsis of the students. This method is therefore also called ‘campus interview technique’.
Internship usually involves employment during the summer before graduation from college especially in some technical courses. This is also known as ‘summer placement’ which requires a prior selection process. Internship means a course of training in an establishment undergone in pursuance of a contract of internship (apprenticeship) and under the prescribed terms and conditions which may be different for different categories of internees. The promising students may be offered regular jobs on competition of internship.
3. Walk In Interview
This is a method of recruitment which offers quick response. The employer can insert a ‘walk in’ or ‘talk in’ advertisement in a daily newspaper to avoid lengthy selection procedures. Those who walk in (i.e. come personally to the personnel department) or talk in (i.e. contact the personnel department over phone) or write in (i.e. send application through fax or email) are asked to give necessary details to the recruiter.
Under this method, phone calls are made to potential candidates whose names are obtained from mailing lists of professional associates, schools, and mailing list companies.
5. Direct Mail
Using lists from the above sources, letters are sent directly to the potential candidates to know if they are willing to offer themselves as candidates for specific jobs.
II. Indirect Recruitment
It involves dissemination of recruitment message through public media, i.e. newspapers and magazines and T.V. and radio. Advertising may range from the simplest ‘situation vacant’ advertisement to a nationwide multimedia campaign. The advertisement copy needs to cover information derived from the job description and job specification in the following broad areas:
- The organization: Company’s history, business and location
- The job: Its title, main duties and location
- Qualifications and experience (both necessary and desirable): Educational requirements, professional qualifications, technical skills, experience, aptitude etc.
- Reward and opportunities: Basic salary, fringe benefits or perquisites, opportunities for career development
- Conditions: Any special factors affecting the performance of job.
Form of application, closing date, address for sending application, etc. may also be included in the situation vacant advertisement.
III. Recruitment through Third Party
Here the job of recruitment may be handed over to third parties such as:
- Employment agencies and exchange
- Management consultants or professional search firms known as head hunters.
- Professional associates
- Placement officers of educational and technical institutes.