 Today we are here with our lecture number 17. The lecture number 16 and 17 were dedicated for our recruitment activities, the HR part of recruitment lecture number 16 May or 17 May, before we start our lecture number 17 let us go back and touch the few things which we covered in lecture number 16 which were basically the recruitment part, the start of the recruitment process and before recruitment we discussed with you the complete hiring process that is of three stages, ortho recruitment, selection or socialization. If you recall in lecture number 16 we mainly focus on the first step, the first stage the recruitment or aaj bhi usi ka remaining part ko cover karne ki washkarin. Recruitment kya tha that was the developing the pool of the candidate, attracting the people, the potential candidates for selection kya tha it was creating a match, match of what between the abilities of the person and the requirement of the organization. So, that was the selection process and the socialization was basically the commutation of our feeling comfortable or knowing the organization that was the first say orientation bhi kya tha and that was the socialization part. Us ke lawa humne kuch constrained ko bhi discuss kya kya constrained hotin kya while we are recruiting us me image of the organization was very important, either it is positive or negative that is also affecting the pure recruitment process. Incom ne discuss kya aur kuch recruiting philosophies ko humne touch kya tha just to make you learn more and more about or it should be clear in your mind kya what is recruitment basically and then at the end we decided that we will carry over this subject for the next lecture or this lecture number 17 me bhi aaj hum thoda sa recruitment ko dhi touch karengi aur pheem uska do important ik part rege tha that was the sources of recruitment usko aaj discuss karengi. So, let us start our today's session. I hope ke aapne aaj ke iss lectures me padne se pehle dekhne se pehle iss topic ko cover kar liya hua hai because agar cover nahi kia then again you might be a little bit confused agar to padau hua hai. So, then I can see I can break it at the end of the lecture you should be able to even discuss and tell other people to what recruitment is and how they should do that. So, let us move. We will start with the recruiting goals. We already covered them in the lecture number 16 but because it has to link we have to link these things with the next few topics. So, aafi batadi ji kya tha recruitment goals? Two stages, two steps goals the, ko kya tha number one attract potential candidates. Kistra, kar kya aap achei dirige se humi sath communicate karthein. Moksri priki use karthein onko batate hua hai. Unko baalum ho to what kind of openings you have and the more people will apply the better for you. And the second thought, the second objective was unqualified log hain unko discourage karna hai. Not only discourage, they should know that this is not their cup of tea. So, self select out because it will save your time, your resources, your money. Not only your time, resources, money but the people who are applying because they do not fulfill the requirements. And the less they should apply the better for you. So, with these thought let us move forward and see what are the sources of recruiting. When we are talking about sources of recruiting or recruitment from where we will get those candidates. Kaha kaha se aap ho? Candidates potential candidates mil sakte hain. Remember when we talked about component of the market, labour market? Kaha humne ka kya hoori market me toh working log. Wo log jo kaam kar sakte hain unki toh huge population available hain. Dekar wo sare toh aapki kaam ke nahi? Usme se bhi wo portion which can meet the requirement, the skills, our ability, knowledge, whatever required for that particular job. Uska ek pool bantai uska ek population banti total. Uspapolation me bhi zoroi nahin ke everybody should apply to your organization, for that particular job. Usme se bhi kuch selected log humne jo whatever reason positive or negative ke baise aayenge ya nahi aayenge. Agar aayenge toh that will form the applicant pools. Ho fer us pool me se you will select the individual who will perform that particular job. So sources, when we are talking about sources, technically they are two type of sources. And they are internal sources, internal mean here, the organization is internal sources. Ko jo already aap ke pass log kam kar hain, they are your internal sources. And then, of course, external sources, outside your organization. Individually ek ko discuss karenge? Unke advantages or disadvantages ko discuss karenge? And let us see which option is better for us when we have to do the recruitment. Let us go to internal sources. When we are talking about internal sources, someone can ask question, why do we rehire our people? They are already with you, but they might be doing some other jobs. Now you have a better option for them. Better mean with better skills, better position, better salaries, better benefits or in the career they might have the better option. To wo jo already people who are working in your organization, they will also potential candidate for you. And they can be part of your recruitment process. Wo jo internal sources, wo sme kya ho satta hai, promotion is one option. You can promote a person from one state to another state. So naturally you have now resources already available with you. So that is why we call them internal resources. Similarly, job posting. You transfer person, personnel or people from one job to another job. Aapne dekhaho ga bank mein jaathe hain. Ke aap ek officer hain, wo kisi din cash pay bathe hain, kisi di wo aapne ki signature tali kare hote. So even you can post them in different locations. So that is again, because you are fulfilling the requirement of your employees. Wo labor aapki demand aasko poora kare hain. And internally aap, ek jaga se dosi jaga posting kare hain aaski. That is also your internal source. Then transfers, mukthip kaam kare hain. And for that purpose now, because we have the IT era and computerized everything is there. So most of the organization, they have their own. We already discussed that topic. Human resource information systems. Wo s information system ki base peh, they have a talent inventory is available to be there. Aapko yaad ho gha ja human resource information system aap discuss kare hain. Wo aapko ek example bathe hain. What happened there? Ke hain kisi ek klik karte hain. Point pick, let's see I need a certain kind of crane operator. Ya mujhe aashe log chahiye jo organization ke andar hain. Jinn ke paas yeh skills hain. Onko yeh cheez aati hain. To aapka system khut bhood aapko ek list provide kaad dita ki yeh log available hain. Jinn ke paas yeh capabilities hain. Yeh abilities hain. Yeh knowledge hain. Yeh skills hain onke paas. Ya even you can see ki, if I can know what, how many people in my organization, they have already the accounting, profession, diploma, certification, degree whatever you can see. To kyu ke aapka database ki andar wo saari information hain. To aapka wo system khut bhood aapko inventory sari dedega. Ke aapka kaun se aashe log hain jo yeh kaam bhi jinn ke paas yeh skill bhi hain. Ke wo accounting ka kaam bhi kar sikte hain. So naturally from there you can pick. Of course you have to ask sometime the option ki wether they are willing to work for that particular job or not. To yeh sari jo cheezin hain ish zari ke se aap internal resources ko utilize kar sikte hain. Now let's see if it is good or bad. Do we have some advantages or disadvantages by using this type of sources for recruitment. Agar apne hi logon ko aapne promote karna hain. Agar apne hi logon ko aapne posting ek dega se dosi ja kar deni hain. Yeh anko transfer kar dena ek set up se dosi set up mein. Yeh wo inventory mese aapne pick kar ke logon ko additional, dosi jaha pe requirement hain wo deni hain. So iss ka fayda hain ya nuksaan hain. So I hope we will be judging after at the end of the day ke kaun ke nuksaan aap kitne hain aur fayda ke hain. Let's see their advantages. Aap bata sakhne hain kya fayda usko. If you have your own people, if you pick from them and then give them chance for go for higher position. So let's see what are the advantages. Good environment, public relations acchi banti hain, employee-employer-apas mein. They feel comfortable. Because you are looking after their career path. You are giving them the chance that they should go for the higher position. Good public relations within the organization. Yes, this is one advantage. Unka moral hain hoga. They will be more dedicated now, hopefully. Because see, instead of giving this opportunity to a person from outside, they are looking after the interest of their own employees. So moral to hain hoga. Uske baat kya hoga? Of course, ambitions are good. And most of the time, people have very high ambitions always. And in a way, it is good too. Because, ye chalti hain tujhe hocha woaane ke lii ji se kyaate hain. So, mission hain rakhne chahi hain. To istra ki activities, agar internally aap logon ko hire karte hain, aap ko re aachi position mein baite hain. To encourage karega aap ke employees ki ambitions ko. Unka moral hain hoga. Aachi relationship hain ghi. What else? And of course, at the bottom line, it will be cheaper for you. You don't have to go through all those advertising, selection process and training and etc. So, of course, that will be another benefit. So, this is another advantage. If you are hiring, you are internal employee, that will be kind of cheaper. Cheaper sense means less money will be involved there. Sasta padega aap ko. So, these are the advantages. Or os ke lawa kya hai? You already know your candidates. You don't have any risk of wrong hire. Wo aage chalke dekhte hain, ke walat ko hiring kar le apne hain agar, usme kya nuksanat hote hain. So, you already know the candidates. So, that is why this is also advantage. You don't have to go for a separate process, a complete set up of socialization. Because that person is already, are those persons already within the organization? They know each other. They know who is dealing with account, they know who is dealing with marketing. Onko sare prosiji ko sare formalities ka modalities ka bata hai. To ye bhi aap ke liye ek time saving hai, ek aap ke liye resource saving hai, apurtunati kaask bare sakti hai na. Kuka nei logon ko jitna aap train karenge, jitna aasam ko socialize karenge, you might be losing that of opportunities. So, that is also one advantage of having internal candidates. Same way, you don't have to train them now again. They already know the set up. They already know the system. Of course, if they are going to higher level, they might have the basic skill already there with them. That is why they are there. Otherwise, you don't have to go for detail training, like if you have another new person from outside, you have to do that. To wo bhi aap ke saving hai, time, resources, money. So, all those benefits are there. What else? Let's see if it is so much goody-goody things there, why we always go for extra hiring? No, of course, there are some disadvantages too. And what are those disadvantages? Have any idea? Let's see. Because if you are just counting on your internal sources, you might lose some excellent people from outside. You might be missing that because even I have seen and you might have read those in case. With the joining of certain people in your organization, the total set up was all together. And within very short span of time, they were expanded, they have developed so much good thing for organization. It can be either way, of course. But still, you always go for the positive. You always think of the positive things. To wo bhi aap miss kar jainge, ho sakta hai, ki outstanding candidates market mein available hai. But since you are, you have that kind of policy or you are encouraging your own employees, you are missing that person. And if he or she should have joined your organization, it should have created some kind of synergical effect. Value addition ka. Wo chis aapne opportunity cost miss ki, yes ka disadvantage hai. Inbreeding. No new ideas. What does inbreeding mean here? Agar apne biology padi hui hai, apne FSC mein, aapko andaza hoga ki inbreeding ka kya concept hai. Kye wo hi log baar-bar, jab aapas mein, rehenge wo hi kaam karenge, toh ko neya idea toh nahi aaya. If you inbreed frequently, scientifically people say, breeding point of view se, kaha jata hai, aapas mein, aapas mein, aur wo hi hybrid vigor ka concept hai, I don't want to go in those details, the kind of biological terminology, but just giving you the idea if you have taken biology in your intermediate or metric level, apne pada hoga, krasing ho gara, ki agar baar-bar aapas mein, kras karte jayin, toh kukhya hoga, ki jo asfaring honge, aapne, doctora hoga ki cousin marriages, baar-bar karne se, kuch diseases aajatne hai, bachon mein agli nasal mein, bachhe dal-minded hotein hai. Usi concept ko, yahaan bhi, wohi application dekhi kiye, ki if you do inbreeding, you might not have any new idea, that is the disadvantage of using the internal sources for the recruitment. And another disadvantage will be, let's see if there is new technology there. If you have some new tools are in the market, now you have to provide specific training, special training to your own employee to upgrade their skills and knowledge. So this is, otherwise you should have picked the person from market from outside sources which is already trained on these new technologies. So that is also one disadvantage of using internal sources for your recruitment. What are the external sources? Huge, kuch ko yahaan discuss ka dekhte hai. And then, next few slides mein, main chanda examples ko, thoda sa detail mein aapke saar share karunga. External sources ka, kahaas hi aur candidate aapko mil sakte hai? School, universities, education institution, which are training human resources for you people, for industry, for organization, so one important source of your external, out of external sources, which can be helpful for your recruitment process. Us ke lawa, created associations hotein, societies hotein, jo aapko provide karthi hai human resources, candidates available for you, foreign nations hai, kabhi kabhi acquisition mergers hotein, iski base pe bhi aapko bho say log mil saktein, walk-in applicants aatein, kaidefa aap dekhtein, full-fill the requirements, they can just walk-in, and they can give the interview, that is also one source. Tradition media jo aapke newspaper hai, TV hai, magazine hai, aur reciles hai jo, onke tuji ads aatein, that can be also another source for your recruitment process. Employees' referrals, refer kartein kuske ko, somebody might ask me, keji mujhe issi skill ka log chahiin, we need such and such people, with such and such skills, and they can guide, they can refer people to different organizations for the jobs, they are also one sources, one important sources, and they are employment agencies too, private republic, they also provide you the best sources, one of the good sources for your recruitment process, and this is the era of IT computer, IT kivayase, internet jo hai, so through internet, through web, posting of you different kind of openings, this is also another very important source, in me se kushko aage, chan slides me aapke sahaj share karunga, but basically, we are talking about internal and external sources, onko differentiate karke, aapko san jaane ki kushka rao. Inka fahida kya hai, kisra aam ne, internal sources ko, onke advantages or disadvantages kuske te, few of advantages and disadvantages of using external sources for your recruitment, advantage, new idea, lot of people, if they are coming from outside, they might bring good ideas for your organization, having different exposures, having different knowledge base, definitely they will bring new ideas, that is one good advantage. Similarly, when we covered legal aspects of human resource, so affirmative actions, which are said to be that section, that of your society, which was discriminated earlier, now they want the government to be encouraged, so if you will do inbreeding, then naturally, you are not giving them chances that they should also apply for there, so if you go for outsourcing, you will get chances, that they will not come forward, for that also, this will be another advantage. Similarly, like if you have a rapid growth, so you have a limited resources inside, so unless you will go for outsourcing, outside sources, you cannot catch up the rapid growth of your organization, for that also definitely, this is the advantage, that people outside will take. Another advantage, that you can get people with up to date knowledge, education and training, you do not have to provide them the specific training again, they are already trained, you might have a new technology now, so instead of giving training to your own employee and taking time to make them at the level where they will be able now to perform, you can easily get a person required knowledge, ability and techniques, which can right away come and start the work, so that is also, advantage of your recruitment, doing recruiting, from outside sources, outside of your organization. Shake up the organization, what does shake up mean here? That some people will come like this, you must have seen it too, inside the society, it used to be said, people will not make a difference, no, people will make the difference. People say that the organization is important and it does not matter to the people to come and go, yes, to some extent maybe. But it is also true that from a few people, one or two people come and shake up all the organizations, shake mean in a positive sense, they bring new efforts, new breakthroughs, new opportunities, and that organization which was on a special level, where do they take it from? And that is also the advantage, very big advantage of going for outsourcing, or you can say that you are giving chances to people from outside to come to your organization. Are all its benefits? No, there are certain disadvantages too. But remember one thing, you can have a perfect thing there, it is always, you have to trade off. You can take anything, both of them are there, good or bad. Whatever you do, its advantages are there, and disadvantages are there. Now you have to make the decision based on the trade off how much you want to lose, what is your basic priority, what is your main objective and based on that, you will pick which method, which tool or which resources is good for you. Like, when we are discussing the internal sources, we also discuss the advantages and disadvantages. Similarly, for external sources, we have already discussed the advantages, so there are also disadvantages. Again, we have to see what are we up to, what is the basic objective of the organization and what is the basic objective of our recruitment process. So let us see the disadvantages of our external sources of recruitment. Of course, it will be expensive. You have to go through a long process, if you have to give advertisement, ads, yes it will cost you money and main thing will be time consuming. More time will be required for all this recruitment process and then selection and then socialization and of course training part. So this is one disadvantage. Big, big time disadvantage. Mistake in hiring. Hiring mistake was the key thing. You might have picked a wrong person, very dangerous. Not only for your organization, of course for that person too. If you pick a wrong person, wrong mean here, it is mismatch that is not creating the right match. Because what we have seen when we go through the selection process and discuss the interview is that sometimes only because of his language, his personality, his confidence we pick him and he or she is not perfect match for your job. So hiring a wrong person is very dangerous. Dangerous in sense. You see you have gone through a long process of recruitment, selection and within selection you have a long process of screening, test, interview and so on. How much time will it take? It depends again. Resources. Money. The man hour, executives, top management, how much time will it take in that process? Then you hired a person which was wrong hiring, you must take a mistake from the system. You trained him, developed him, everything but that was not his cup of tea, every cup of tea. So what happened? You went through that process. And the opportunity cost for a complete employee he gave you a performance to see where the market value was taken, resources were generated activities were done and the dangerous part is now you might have been losing the edge in the market. Now you have to go through again a separate process again and again and that will also give you bad reputation because the more turnover rate if the turnover rate is high your reputation is also bad in the market that people come and go leaving. So this is I should say a big disadvantage of recruiting the outsourced employees. So let's see what are the other disadvantages. If you will recruit from outsourced this is going to have a demotivating effect on your own employees. How? Because they are not going to get the opportunity to be promoted. Your employees reduced promotion opportunities might be discouraging to current employees who are already with you. Remember when we were talking about the image of the organization we discussed a potential in our lecture number 16 that how many chances are there to improve. If they know that we have to compete just like that for fresh they might have a discouraging effect. Their morale will also reduce. Motivation factor will also reduce. So this is a disadvantage of going for external sources. But again as I said nothing is perfect. We have to decide based on the objectives and we have to create a balance in which way in which position we have to adapt. Let's take some examples of external sources and try to understand more about outsourced recruiting. External search and external recruitment have an advertisement use. Advertisements I hope you understand what it is. After that if you look at it how people have given ads for recruitment position opens jobs available with the title of this type you get a lot of ads in newspapers. Especially in Sunday's newspaper they have so many different ads must read them and see the approaches and how they attack people with different styles. If you are ready to go for outsourced or external sources let's see you have to pick the advertising tool. So then you have to decide where you have to give ads in local newspapers in state journals and again it depends that where are your potential candidates because everything costs you and you know how much expensive it is to give one ad in the newspaper or if they do it on the front page in the newspaper they give it on the third page and for advertising the basic philosophy is that it should be more attractive for an AIDA model we say AIDA is abbreviated for a good ad it should fulfill this AIDA model which is it has to do nothing with your subject but because we are discussing this thing let me explain this to you first AIDA it is a model it is used in communication and it is used in advertising so let me explain this A stands for attention that your ad should grab the attention of the other not just grab the attention but the next word which comes is I people should be interested now the third word is D and D stands for desire if you are interested you should have a desire that you should apply me and not only desire now the last A stands for action and what does action mean here that they must apply so whatever ad you make the kind of advertisement you do it should fulfill this AIDA model and then you have to see for whom you are making this ad what is your potential in the local market it is international it is at the country level because for each of your decision it is going to affect your recruitment process not only the process but it is going to affect your cost so this decision you have to do on the same base what you want then you will do your ad as I told you it depends on what is your objective and if the objective is do you want a specialized skill do you want a high level in the organization do you want a good post or the supply in the market is less for that particular skill then you have to make sure that your ads are wider and wider cover over the area you don't want to narrow down your search you have to make it wider and wider so that you have the maximum chances that better people should apply for your job similarly when we talk about advertisement and again advertisement is a paid form of promotion you pay that this is my ad it should be in the newspaper it should be in the TV and in the internet and similarly there are some ads which we call blind box ads Amun you have seen as I told you you have to see buy the last Sunday and see what kind of ads do you get from the job and then try to grab the idea how this recruitment is working like I told you we have a lot of jobless people who are in search for good jobs and still organization has to do a lot of activities to attract people to motivate people for the recruitment we will see some ads in which there is a production setup for that chief executive there is an engineering setup for that we need this mechanic and for that post box number there is a reference in which we do not identify who is the organization which is the ad now a logical question why do organizations do these types of things why they need to put an ad with the blind box post box number from any other newspaper post box number they don't want to identify themselves strange question but do yes do these types of things why because they want to be the low profile especially in our system we have one job especially in good jobs there is a lot of influence so organizations want to be at the low profile they don't want to create a hype in the market so that everybody should try and come and approach them put this in this is normal now we see there is a reason that organizations want to be at low profile we don't want to create hype in the market especially if it is a very good organization there are some organizations that have bad reputation bad reputation as we discussed how to organize an image so if an organization with a bad reputation they will come up with an ad with their own name chances are nobody will apply to do that we give the blind box to do that so that some people apply maybe with one of them to do that hiring process and sometime it is just it is not a real ad people just want to do the market testing what is the position what is the trend blind ad just they want to see the market testing so advertising is one of course source comes from the external source which we use for recruitment similarly there are certain agencies involved for the recruitment they help you in the recruitment process and those agencies can be in the public sector or private apart from that there are management consultant firms that do activities that are involved of course the government they charge very nominally generally they help you in the hiring for low level management but private firms they go over the better positions and they charge you good money not only to organization but from the potential candidates they share that agency for agnation the recruitment they do it should be involved directly with those things even sometime those firms, those private public agencies are mostly the management consultant firm they go up to the selection top part and by doing the recruitment selection process they give you the right person and we do have these type of agencies and consultant firm in Pakistan too let's take the example of management consulting firms what they do for the executive position headhunter top position CEOs, chairmen they pick the right person whose market track is good they negotiate with them with him or her on behalf of the organization and in that specialized skill senior managers hard to fill technical positions for you the consultant firms and then they charge heavily for their services apart from this another external source we talk about schools, colleges, universities of course this is the basic source that is coming from there universities, colleges and schools that is also a good source big source external source of potential kind views and most of the universities are institution they have their placement centers especially the institution which have the business administration department with them and now there is a requirement that every university it is of course you need these type of things the placement center what they will do basically they lies on with the industry organizations and whenever there are openings they will also get the information they will post it and they will also send the potential candidate which are matching the requirement for their recruitment process the universities, education institutions their schools, colleges their placement center they are also good source of recruitment candidates you will get well from there and in terms of internship you will also have to do practical training with graduates when they study for few semesters they come to this stage to deliver something a requirement is to get them internship internship is practical training with some real practical organizations now students are sent mostly for internship this is also a very good approach because now that person is going there to work do the practical training because this is the requirement of his or her degree program meanwhile both of them get a chance for the person for the student they should look at each other and in agnation we see how good he or she is in performing the job or activities similarly the student who has gone to internship he or she will also get an idea of what kind of environment or culture or opportunities are there so when they will be graduating from their university they already have the linkage they have a connection they know each other they contact each other so that is an external source for agnation recruitment now most of the institution they go for the job fairs when summer vacations are coming when their main slot is going to be graduated in the market they do the job fair that institution, that university, that school they send invitations to different agnations through their placement center if they have are directly from their departments that our class is graduating in flamad we want to do a job fair different institution, different agnation they will come and put up their stalls there they send their representative and somewhere they are put together counters now again this is for beneficial for both agnation and the students too now agnation will tell students what activities they are doing what kind of jobs they have in their agnation for them their publicity is also happening their fame is also happening the same time they are getting the chance and opportunity to see what are the student's capabilities they can get good potential employees similarly for the student it is a chance to know that how many options they have in the market because they have to start their career and at the same time their CVs, their resumes those potential agnations will be handed over to their representative so that they already have a link developed so job fair is another way that agnation can especially education institution can do they do and this is also one important source to recruit people other than that good universities, good education institution they publish a booklet at the end of each academic year the recent graduates who make a complete booklet which is a half page resume type they have a picture of them their contact numbers their specialized areas and then they mail those booklets to different agnation so that they should have in hand information about graduating class of that particular university or education institution similarly when the graduates they have to hire a seasonal effect so from there they get graduating information similarly professional agnizations from there you get information in that labor unions especially the skill workers you can go and see labor union provides them professional agnizations associations, membership rosters other than that applications, ads these are different sources of external sources of recruitment and nowadays cyber recruiting is gaining popularity it's a computer everyone uses it so you will see that if you open any site you get jobs web based advertising you will see that more than 80% companies use internet for recruitment you can get online you can get online interviews commercial job hosting services are available and for every type of job you can help web based in recruitment I am showing you an example top 100 recruiters I will tell you the reference or you will get your notes even if you go to Yahoo website cyber recruiting is also in the market and playing a very vital role it is a big source it is for your external source external source for your recruitment now you have seen that researchers shows no clear difference in employment employees recruited from different sources what is better what is not as I told you it is straight up so it is suggested that we should use the multiple sources because the more option you can go for the more candidates, the better candidates you will get but again it should be manageable not only you will get diversified candidates but it will be easy for you to pick the best best match for this particular job so but again remember we cannot say this this source is the best and this has the problem yes every type of resources even it is internal, external and even within external you might have so many different types of resources they have pros and cons so what we have to do that if we can go for the multiple sources ad be there web be there get information from the university get reference so what will happen again you will be getting the benefit so and this will generate the larger pool of your potential candidates and make your selection process probability will be that you will get the best person or better person you can say sometime if you do if you pick only few sources or use a few techniques to recruit that might create a glass ceiling effect and you remember what is glass ceiling effect that people cannot go ahead how is that possible this is also creating a negative aspect that you basically depend on the word of mouth that you have told people that we need something so naturally let up people some market available might be in a better skill better opportunity better knowledge they are not getting those information so you will be losing them and they are not going to get the chance that you can come for that position similarly employes reference tell someone logically he or she will be looking around and by herself this will be a glass ceiling effect create similarly if you are posting your job information only on informal networks as a as a as a as a as a as a so that is also create one basis for your glass ceiling effect sometime recruiting when use create discomfort recruitment address people don't feel comfortable especially the female female cannot apply for that job so that is also one aspect recruit alternatives you should go for recruitment permit hiring is not necessary you can have the alternatives like sometimes people do their own job sometimes they can go for temporary workers or part-time workers people are working already somewhere and then you are asking them even time they can come and do the same job for them your organization or there might be some outsourcing like employed leasing companies there they provide you the in this you take less liabilities you keep your work and you get your work done from others so the alternative is recruitment now the recruitment the process that you are doing should have some characteristics so that the potential candidates are easy for them what can be that recruiters should make it easy to apply make it easy to apply make a good impression make an attractive offer so that people are more comfortable to do it not only this but also provide the feedback or information if they want some extra information your organization should be providing help to them and if in case you have to reject them it should be in a nice way thank you very much you have shown your interest but due to such and such reason you cannot be considered here that is also going to create a good name for your organization now you also have to see how you evaluate the recruitment process it is a very simple way one is how many people have applied for you and what is the quality of those applicants very initial or easy evaluation that you can use is to see the quantity and quality of the application that will show how good you are and how effective your recruitment process was and apart from that there are some technical techniques you can see the yield ratio if you have done the recruitment that means next time and then compare them to see if it is going towards better or decrease that is also one indicator and similarly selection ratio that can also be one indicator which will evaluate here selection recruitment process I think let's stop it here and summarize quickly today we covered sources of recruitment this may internal sources be there or yes external sources to be discussed here and then we also cover the alternative of recruitment now we will be moving to next step and what will be those for next time we have to now we have received some applications we have to screen them and start our selection process so now I believe that you must have an idea about it should be clear now to you what this recruitment is next time we will discuss about screening and selection process and I hope you will go through those chapter before coming for that lecture thank you very much