Page 2 - Lesson Note 2

(4) Filling of jobs internally is cheaper.

Limitation of Internal Sources
(1) The scope for induction of fresh talent is reduced.

(2) The employee may become lethargic.
(3) The spirit of competition among the employees may be hampered.

(4) Frequent transfers of employees may often reduce the productivity
of the organization.
External Sources of Recruitment

When the candidates from outside the organization are invited to fill
the vacant job position then it is known as external recruitment. The

common methods of external sources of recruitments are:
1. Direct Recruitment: Under the direct recruitment, a notice is placed

on the notice board of the enterprise specifying the details of the jobs
available.

2. Casual callers: Many reputed business organizations keep a data
base of unsolicited applicants in their office. This list can be used for
Recruitment.

3. Advertisement: Advertisement in media is generally used when a
wider choice is required. Example– Newspapers, Internet, Radio,

Television etc.
4. Employment Exchange: Employment exchange is regarded as a good

source of recruitment for unskilled and skilled operative jobs.
5. Campus recruitment and labour contractors can be used for the

purpose.
Merits of External Sources
1. Qualified Personnel: By using external source of recruitment the

management can attract qualified and trained people to apply for the
vacant jobs in the organization.

2. Wider Choice: The management has a wider choice in selecting the
people for employment.

3. Fresh Talent: It provides wider choice and brings new blood in the
organization.