— The sources for recruitment can be categorised under internal and the external sources of an organisation.

The internal sources for recruitment can be attained through transferring of the employees to the required department, as per his or her educational qualifications, experiences in the particular field and the enthusiasm to accomplish tasks from diversified field of action. The next provision can be tat of offering promotion to the right employee who is capable of managing the particular job profile. This is a very preferable way of recruitment as through promotion the company also gains retention power over the efficient employee. Training the current employees for the new openings is another way of internal recruitment, whereby the employees are offered with more responsibilities and added increment as per their performance.

In terms of eternal recruitment sources, the provisions are marked through advertisements, hand-picking candidates from employment exchange, campus interviews from institutes, following the thread of recommendations from current employees and even recruiting people through factory gates. The external recruitment sources are also initiated through casual employees, labour unions, contractors, central application forms and re-employing former employees

Some of the key differences between these

Figure 1 Difference between Internal and External Sources of Recruitment

Source: Surbhi (2015)

As noted in Figure 1, Surbhi (2015) internal sources of recruitment are cost effective, yet are limited. However, the external sources for recruitment are having innumerable options, though are expensive in nature. In many organisation seniority appears as a hindrance in offering internal recruitment scopes to the employees, whereas external sources can be recruitment from any age groups, especially younger generation for even high profile designation.

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