Name the method of external recruitment in which business organisations keep a database of unsolicited applicants, make a list of job seekers, and fill the vacancies as and when they arise.
Casual callers
Understanding External Recruitment Methods
External recruitment refers to the process of searching for and obtaining potential employees from outside the organization to fill job vacancies. Businesses use various methods to reach out to potential candidates who are not currently employed by the company. These methods have different approaches depending on the type of job, the urgency, and the resources available.
The Casual Callers Method Explained
The question describes a specific method of external recruitment where organizations maintain a record or database of job seekers who approach them spontaneously, i.e., they submit unsolicited applications even when there is no specific vacancy advertised. When a suitable vacancy arises, the organization refers to this list of potential candidates.
Let's analyze the given options in the context of this description:
- Casual callers: This method involves the organization keeping a database or file of walk-in applicants or those who send their resumes unsolicited. When a job opening occurs that matches the profile of someone in this database, they are contacted. This perfectly aligns with the description provided in the question. It is a cost-effective method, especially for entry-level or common positions.
- Direct Recruitment: This method involves pasting notices of job vacancies on the notice board of the enterprise or at the workplace gate. Interested candidates assemble on a specific day and selection is done on the spot. It is typically used for unskilled or semi-skilled jobs and does not involve maintaining a database of unsolicited applicants over time.
- Employment Exchange: These are government-established institutions that act as intermediaries between job seekers and employers. Employers notify the employment exchange about their vacancies, and the exchange refers suitable registered candidates. While it involves a database of job seekers, it is managed by a third-party government agency, not directly by the business organization based on unsolicited applications received by them.
- Advertisement: This method involves communicating job vacancies to the public through media like newspapers, magazines, television, internet, etc. It aims to attract a large pool of potential candidates. While it generates applications, it is a response to a specific advertised vacancy, not based on maintaining a database of unsolicited applications received previously.
Based on the analysis, the method that involves keeping a database of unsolicited applicants and using it to fill vacancies as and when they arise is known as Casual Callers.
| Method | Description | Involves Database of Unsolicited Applicants? |
|---|---|---|
| Casual Callers | Maintaining a database of unsolicited applications and contacting candidates when vacancies arise. | Yes |
| Direct Recruitment | Posting vacancy notices on company boards; candidates assemble for selection. | No |
| Employment Exchange | Government agency connecting registered job seekers and employers. | Database managed by a third party, not based on unsolicited applications to the firm. |
| Advertisement | Publicizing vacancies through media to attract applicants. | Generates applications for specific ads, not based on a pre-existing unsolicited database. |
Therefore, the correct answer is Casual callers.
Revision Table: External Recruitment Methods
| Method | Process | Pros | Cons |
|---|---|---|---|
| Casual Callers | Building a database of unsolicited applications and using it for future openings. | Low cost, quick filling for certain roles, suitable for entry-level jobs. | Candidates may not be currently available, database needs regular updating, quality varies. |
| Direct Recruitment | Posting notices on company boards; walk-in interviews. | Inexpensive, quick for specific roles (unskilled/semi-skilled). | Limited reach, suitable only for specific types of jobs, crowd management issues possible. |
| Employment Exchange | Notifying government exchanges about vacancies. | Helps in finding suitable candidates from a large pool, socially desirable (especially for public sector). | May not be suitable for all types of jobs, candidates may lack specific skills, bureaucracy. |
| Advertisement | Using media (print, online, etc.) to announce vacancies. | Wide reach, attracts a large pool, good for specialized roles. | Expensive, time-consuming, flood of unsuitable applications. |
| Campus Recruitment | Visiting educational institutions to hire fresh graduates. | Access to young talent, large pool of candidates, building organizational image. | Intense competition with other companies, candidates lack experience. |
| Recommendations/Referrals | Asking existing employees to recommend candidates. | Reliable source (employees know the culture), quicker, cheaper. | May lead to nepotism, limits diversity, may create employee discomfort if referred candidate fails. |
Additional Information: Importance of Recruitment Sources
Choosing the right source for recruitment is a critical decision for any human resources department. The source determines the type and number of candidates available, impacts the cost and time involved in the recruitment process, and ultimately affects the quality of the hire.
External recruitment sources offer several advantages:
- Bringing in new talent, skills, and perspectives into the organization.
- Increasing the pool of available candidates compared to internal sources.
- Fulfilling specific requirements that cannot be met by existing employees.
However, external recruitment can also be more expensive and time-consuming than internal methods. Understanding the characteristics of each external method, like using a database of casual callers for unsolicited applicants, helps organizations select the most appropriate approach for their specific hiring needs.
Similar Questions
Match List-I with List-II:
List-I List-II (A) Recruitment (I) The process of searching for prospective candidates (B) Selection (II) Providing specific skills to employees (C) Training (III) Occupying the post and introducing the selected employee to other employees (D) Placement and Orientation (IV) Choosing the suitable candidate among the pool of prospective candidates Choose the correct answer from the options given below:
Rohan had given an interview in Subh Ltd. and was selected as the HR manager. On the first day of his job, he met Mr. Rakesh. Mr. Rakesh gave Rohan a tour of the office and introduced him to his superiors, subordinates, and colleagues. Identify the step of the staffing process conducted by Mr. Rakesh.
Arrange the following steps of the selection process in the correct sequence:
- A. Selection Tests
- B. Preliminary Screening
- C. Employment Interview
- D. Selection Decision
- E. Reference and Background Checks
Choose the correct answer from the options given below:
Important Questions from Staffing
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________ helps to minimise dishonest behaviour on the part of the employees by keeping a close check on their activities.
Identify the concept that provides the framework which enables the enterprise to function as an integrated unit by regulating and coordinating the responsibilities of Individuals and departments.
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"Each division is self-contained with respect to various functions like production, purchases, marketing and finance". Identify the type of organisational structure highlighted in the above statement.
