(II) External Recruitment External recruitment seeks applicants for positions from sources outside the company.

. They have outnumbered theinternal methods. The various external sources include 1. Professional or Trade Associations Many associations provide placement services for their members. These services may consist of compiling descriptive text on, or listings of, job-hunting members and their qualifications and providing access to members during regional or national conventions. Further, many associations publish or sponsor trade journals or magazines for their membership. These publications often carry classified advertisements from employers interested in recruiting their members. 2. Print and Electronic Media Advertisements According to The Newspaper Advertisement Bureau, U.S., $2.18 billion is spent annually on help wanted newspaper advertisements. Employers use newspaper advertisements for many reasons. 1. Job openings can be announced quickly. 2. They are fairly inexpensive compared with other methods, and more than one position can be included in the same advertisement. 3. Newspaper advertisements offer flexibility to employers (free-timetable, blind advertisements). The composition of printed advertisements requires care because the attractiveness or cleverness of the advertisement may have a significant impact on its effectiveness. The composition of printed advertisements also requires care in order to ensure that no violation of EEO laws and regulations takes place. Many companies are turning to special publications as a recruitment method. These include special employment issues of newspapers and magazines, regional and national employment newspapers, and company brochures for direct mailings. The use of electronic media in recruitment has also increased. Radio, cable TV, and electronic bulletin boards have all proven to be effective competition for the printed medium. a. Want ads Describes jobs & benefits, identify employer, tell people who are interested and how to apply b.What Is A Blind Ad? A blind ad is one which does not reveal the identity of the advertiser. There are essentially two kinds of blind ads. Agencies sometimes use blind ads as a gimmick to arouse the curiosity of the audience. It arouses curiosity because the audience will not be aware of the target of the ad. Agencies will run this kind of ad for a few days before revealing the client and the product.

The other kind of blind ad is the one that is used by advertisers in classifieds. In order to contact the advertiser the individual will have to drop a letter at an anonymous post box number. This ad is adopted to protest the identity of the advertiser. This is most commonly used in the case of matrimonial ads or dating sites. A variation of the blind ad has been used as a revenue model by various websites who specialize as a market place. If it is a networking site, they will post the profiles of individuals without giving out the contact details. Anonymous

3.Register with State Employment ExchangeEmployment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Actapplies to all industrial establishments having 25 workers or more each. The Act requires allthe industrial establishments to notify the vacancies before they are filled. The major functions of the exchanges are to increase the pool of possible applicants and to do thepreliminary screening. Thus, employment exchanges act as a link between the employers andthe prospective employees. These offices are particularly useful to in recruiting blue-collar,white collar and technical workers 4. Campus Recruitment

Many entry-level professional and managerial jobs require a college degree. Each year employers spend thousands of dollars to send recruiters to college campuses around the nation. Campus recruitment programs account for more than 50 percent of college-educated talent hired each year. Campus recruiters serve two functions. They act as the organizations representatives to individuals who typically have no firsthand knowledge of the firm, as well as first-level screening agents for the organization. Thus they are part of both the recruitment and the selection process. 5. Walk-ins, Write-ins and Talk-ins-The most common and least expensive approach for candidates isdirect applications, in which job seekers submit unsolicited application lettersor resumes. Direct applications can also provide a pool of potential employeesto meet future needs. From employees viewpoint, walk-ins are preferable asthey are free from the hassles associated with other methods of recruitment.While direct applications are particularly effective in filling entry-level andunskilled vacancies, some organizations compile pools of potential employeesfrom direct applications for skilled positions.W rite-insare those who sendwritten enquiries. These jobseekers are asked to complete application formsfor further processing.Talk-insinvolves the job aspirants meeting therecruiter (on an appropriated date) for detailed talks. No application isrequired to be submitted to the recruiter. 6. Consultants:They are in the profession for recruiting and selecting managerial and executive personnel.They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the costcan be a deterrent factor 7.LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs. 9. Radio, Television and Internet:Radio and television are used to reach certain types of job applicants such as skilled workers.Radio and television are used but sparingly, and that too, by government departments only.Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damagetheir conservative image. However, there is nothing inherently desperate about using radioand television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like naukri.com. Also,

10. Mergers and Acquisitions:When organizations combine, they have a pool of employees, out of whom some may not benecessary any longer. As a result, the new organization has, in effect, a pool of qualified jobapplicants. As a result, new jobs may be created. Both new and old jobs may be readilystaffed by drawing the best-qualified applicants from this employee pool. This methodfacilitates the immediate implementation of an organization strategic plan. It enables anorganization to pursue a business plan, However, the need to displace employees and tointegrate a large number of them rather quickly into a new organization means that the personnel-planning and selection process becomes critical more than ever.Evaluation of External Recruitment: External sources of recruitment have both merits anddemeritsThe merits are-1.The organization will have the benefit of new skills, new talents and new experiences,if people are hired from external sources. 11. COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors. 12.E-Recruiting E-Recruitment: also referred to as Internet recruiting, online recruitment, and erecruitment, is the use of the internet for attracting, hiring and retaining job seekers. This involves matching candidates and validating their skills and qualifications. As the number of people searching online for jobs increases, companies are taking advantage of e-Recruiting software to manage the entire recruitment process and reduce recruiting-related costs. E-Recruitment utilizes the power of online resume search technology to parse resume databases and help recruiters and human resource personnel actively search for candidates on a global scale. Though E-Recruitment initially began as a simple method for finding talent online, it has evolved to incorporate all aspects of candidate management. Now companies and organizations are using it to manage job postings, candidate applications and even conduct online interviews.