Traditional Methods of Recruitment versus Modern Methods of Recruitment

Recruitment is the process by which a company with the help of its in-house team or consultants, the Human Resource Manager tries to enlist a pool of candidates by stimulating them and enabling them to apply for jobs available.

Earlier on and still, by large, in India traditional methods of recruitment are in use. This includes advertising in newspapers, journals, magazines, and distributing relevant pamphlets about the job vacancies, body-shopping, using government or public employment agencies, head hunting, campus recruitment, utilizing consultancies for short-listing candidates on a paid basis for a fixed commission rate etc.

While traditional methods of recruiting human resources for an organization is a time and cost consuming process, modern methods turn the plate around and use time and cost-saving techniques to do the same, much more effectively and with ease.
Fixed low-cost hiring, online job portals, e-recruiting, campus recruitment s following internships are different modern recruitment channels. The former refers to the latest fad that is catching up in India. It is the process by which, the hiring company requests a recruitment consultant to assist them in finding eligible candidates to fill up the job vacancies available with them. Unlike the traditional consultants, they do not charge a fixed rate of commission on the salaries paid to the employee and neither do they charge a certain commission from the job seekers. Instead, they charge a very low-cost fixed price based on packages and also, carry out all the activities that an in-house team of recruiters would perform. They do not utilize any traditional approaches to recruiting people. They use the latest technology to do the same.

Online job portals are many in number today. The employers pay a fixed amount to the job portals available online wherein, the hiring company’s profile and vacancy details are made available to the job seekers. In addition to this, the job seekers are charged zero or nominal fees to register with them and operate their accounts over a period of time. When employers search for candidates, based on criteria mentioned, CVs of most appropriate candidates are displayed from which employers can carry out the mass-mailing approach and invite them for interviews.
E-recruitment involves all or part of the mentioned ideologies. Essentially, it refers to Electronic-recruitment and means the usage of internet tools and services for recruitment of required individuals. It involves skimming though online job portals, job boards like Craigslist and hiring a low-cost hiring firm to hire for you…

Campus recruitment have always added an edge to recruiting. Freshers add a touch to innovation and bring in creative spirit into the organization. Also, if they are a part of internship or apprenticeship programs, their mentors can assist the candidates in finding them suitable jobs.

Poaching is no more considered unethical as modern day recruiters offer better salaries and amenities to the employees of other organization. By doing so, they stimulate them to apply to jobs of competitive firms and literally, nick qualified, skilled and experienced employees of an organization.

Also, head hunting for top level executives and managers is a modern day approach to recruitment. Either way, an organization may first look into their present and past employees as an internal source of recruitment, be it the part-time/casual employees, be it full-time/permanent employees, terminated/retrenched or suspended employees, dependents of the deceased or terminated employees of an organization. They can be recruited back into the same or different organization via either of the two channels.

However, the trend that has caught on today is the E-recruitment via fixed-low cost consultants in India and there is certainly no doubt that this is the future of recruitment!

6 thoughts on “Traditional Methods of Recruitment versus Modern Methods of Recruitment

  1. We’re in agreement that HR must move beyond operational activities to be considered a strategic contributor. I also like your additions to the list, particularly bravery. I think that’s an important component for any leader who is taking action to effect change!

  2. Attractive component to content. I simply stumbled upon your weblog and in accession capital to say that I get in fact loved account your weblog posts. Any way I will be subscribing for your augment or even I fulfillment you get right of entry to constantly quickly.

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