RECRUITMENT SOURCES at a glance – take your pick what suits your market and your organisation’s culture or growth phase. 

(A) Internal Sources:
Best employees can be found within the organisation… When a vacancy arises in the organisation, it may be given to an employee who is already on the pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organisation to work hard. The employees can be informed of such a vacancy by internal advertisement.

  • Transfer process: Transfer involves shifting of persons from present jobs to other similar jobs. These do not involve any change in rank, responsibility or prestige. The numbers of persons do not increase with transfers.
  • Promotions process: Promotions refer to shifting of persons to positions carrying better prestige, higher responsibilities and more pay. The higher positions falling vacant may be filled up from within the organisation. A promotion does not increase the number of persons in the organisation.
    A person going to get a higher position will vacate his present position. Promotion will motivate employees to improve their performance so that they can also get promotion.
    When an employee is selected from inside, there is a least possibility of errors in selection since every company maintains complete record of its employees and can judge them in a better manner. It promotes loyalty among the employees as they feel secured on account of chances of advancement. The existing employees are fully aware of the operating procedures and policies of the organisation. The existing employees require little training and it brings economy in training costs.
  • Referrals by present Employees: The present employees of a concern are informed about likely vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieved of looking out prospective candidates.The persons recommended by the employees may be generally suitable for the jobs because they know the requirements of various positions. Refer a friend bonus works well.
  • Alumni / former Employees: In case employees have been laid off or have left the factory at their own, they may be taken back if they are interested in joining the concern (provided their record is good). Organize events, newsletters or just reach out with a specific request.

(B) External Sources:

All organisations have to use external sources for recruitment when existing employees are not suitable. The selection of persons from outside sources will have the benefit of new ideas. The persons having experience in other concerns will be able to suggest new things and methods. This will keep the organisation in a competitive position. Down site is the expense. Make sure you have a smart pipeline and structured approach, this will lower these costs.

  • Own website plus recruitment tool: sync the website with employer branding by the marketing department is essential here.
  • Online recruitment websites: upload an employer page on linkedin and be consistent on other sites like indeed.nl, monster.nl etc.
  • Employer Branding in action: these include special lectures delivered by recruiter in different institutions, though apparently these lectures do not pertain to recruitment directly. Then there are video films which are sent to various concerns and institutions so as to show the history and development of the company. These films present the story of company to various audiences, thus creating interest in them.
  • Online advertisement: use standard job profiles attractive enough though also specific enough to be published online on own ‘werken bij’ page and linkedin, monterboard etc.
  • Offline advertisement: can be printed in newspapers and professional journals. However these advertisements attract applicants in large number of highly variable quality.
  • Open Application File: a file of past applicants who were not selected earlier may be maintained. In order to keep the file alive, applications in the files must be checked at periodical intervals. Make sure the Company website allows for open applications.
  • Employment Exchanges: Visits to other companies also help in finding new sources of recruitment.
  • Internships
  • Traineeships higher level
  • Traineeships connected to the vocational educations
  • Schools, Colleges and Universities: Direct recruitment from educational institutions for certain jobs (i.e. placement) which require technical or professional qualification has become a common practice. A close liaison between the company and educational institutions helps in getting suitable candidates. The students are spotted during the course of their studies. Junior level executives or managerial trainees may be recruited in this way. Be a speaker at their events.
  • Fraternities: bond with them, sponsor them with advertisement in their yearbook etc
  • Professional associations: link in one way or another with them (eg nivra, noab)
  • Jobmarkets or tradeshows: RAI or Various trade shows which attract many prospective employees
  • Unemployment agency government affiliated
  • People with special needs
  • Contractors and contractor sites (or like company owned: PwC https://talentexchange.pwc.com)
  • Recruitment agencies (e.g. randstad, unique, toptech and truly local agency in your region)
  • Dedicated headhunter

 

Our experience came form Nijsse executive search, KPMG, Mazars and RELX.

Besides that we created our own websites gaviota.nl and notanother.nl

References can be obtained of course, just send me a request