How Do I Start a Comparative Analysis of Recruitment Sources Like Campus and Agencies?

Hi group,

I am planning to undertake the comparative analysis of the various sources of recruitment such as campus recruitment, employee reference programs, and employment agencies, etc. Could you please advise me on how to proceed with this?

Regards,

JASMIN MBA-HR UBS, Chandigarh jasmin.ubs@gmail.com

The analysis is to compare the following aspects of various sources of recruitment: cost, time involved, quality of talent, etc., and then to identify which source is better. I basically want to know both the pros and cons of all sources of recruitment.

Regards,
Jasmin
MBA-HR
UBS, Chandigarh
Email: jasmin.ubs@gmail.com

Hi Jasmine,

Are you doing any courses? I mean, is it for the project? According to me, you should prepare a questionnaire and post it on the citehr so that you can access more people and use their data for a survey report. If you prepare any questions, please forward them to me so that I can help you.

Romit

Hi Jasmine,

Campus recruitment is the way to acquire fresh talent at a lower cost and in a very short span of time. It helps in attracting energized individuals with a zeal to work. Additionally, it enables you to negotiate the pay package more liberally.

Employees acquired through campus recruitment tend to have more mobility and flexibility in their work. Furthermore, you always have the option of visiting the best schools with a good track record, allowing you to find suitable candidates without wasting time, as your search is more specific and focused.

Employee referral, as mentioned before, is a method of recruiting individuals through your existing employees. It is important to note that only those who are happy with the organization will recommend new candidates, thus contributing to a loyal and satisfied workforce.

New employees referred by existing employees find it easier to adapt to the work environment, as they are not entirely unfamiliar with the workplace. The positive word-of-mouth from current employees helps them settle in smoothly.

Employee referral also aids in managing workforce diversity issues and creates an environment of peer pressure and charisma. This method of recruitment is cost-effective, has a shorter lead time, and is internal and limited in scope.

When time is not a constraint, employment agencies can be utilized to source talent. This approach is suitable when hiring a large number of individuals, as the associated costs are higher. Multiple screening processes are necessary to ensure the best candidates are selected from a wider pool.

Utilizing employee referral programs can also enhance the brand image of the company, as more people become aware of the recruitment initiatives.

Please excuse any spelling errors, as I am in a hurry.

Best regards,

Ritu

Jasmine,

You can run a survey through the recruiters in the organization to find out which sources work well at different levels of experience, and then analyze the data.

Let me know if you have any questions.

Cheers,
Asha

Hi, Jasmine

RECRUITMENT PLANNING

The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify the (i) number and (ii) type of applicants to be contacted.

Number of contacts: Organizations nearly always plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified, or both. Each time a recruitment program is contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with qualified people.

Type of contacts: This refers to the type of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job descriptions and job specifications.

Strategy Development: Once it is known how many and what type of recruits are required, serious consideration needs to be given to make or buy employees, technological sophistication of recruitment and selection devices, geographic distribution of labor markets comprising job seekers, sources of recruitment, and sequencing the activities in the recruitment process.

Internal Recruitment: Internal recruitment seeks applicants for positions from those who are currently employed. Internal sources include present employees, employee referrals, former employees, and former applicants.

External Recruitment: External sources far outnumber the internal methods. Specifically, sources external to an organization are professional or trade associations, advertisements, employment exchanges, colleges/universities/institutes, placement services, walk-ins and write-ins, consultants, displaced persons, radio and television, acquisitions and mergers, and competitors.

So, this information is very useful for you as it gives you an idea of how costs can be reduced and which is the best way to recruit the candidate for the right job. If you need more, please email me. Also, if I am not correct, please correct me by providing information. By doing this, we all learn a lot, and CiteHR plays an important role.

With regards,

Navdeep Rattan

Hi Jasmine,

This is Prakruthi from Bangalore working on the same project about sources of recruitment and analyzing which source is the best. I am focusing on the service sector.

Could you please email me the reports you have prepared as my deadline is fast approaching (it's next week, in fact!)? Kindly send it to me at praknv@gmail.com.

Thank you.