Q.'Staple Foods Ltd.', a packaged food company is planning to expand its operations. To meet growing manpower needs, it adopts different external sources of recruitment for different levels of employees by balancing cost, time and quality in talent acquisition across organisational levels. For positions requiring high trust and confidentiality, the company prefers applicants introduced by existing senior employees. For specialised technical and professional roles like Marketing Head, Operations Manager, etc., it contacts private agencies and professional bodies. These agencies are able to access a wider talent pool as they compile bio-data of a large number of candidates and recommend suitable names to their clients. For casual vacancies of unskilled or semi-skilled jobs, they post job vacancies on the company's notice board to attract local candidates. Job seekers assemble outside the premises of the organisation on the specified date and selection is done on the spot. 'Staple Foods Ltd.' also maintains a record of unsolicited job applications and contacts suitable candidates from this pool whenever vacancies arise. State the external sources of recruitment used by 'Staple Foods Ltd.' for recruitment of people at various organisational levels.
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Start your 14-day free trial to unlock the full solution →Staple Foods Ltd. uses four external sources of recruitment: recommendations of employees (high-trust positions), placement agencies and management consultants (specialised roles), direct recruitment (unskilled/semi-skilled casual vacancies), and casual callers (the database of unsolicited applications).
When a company expands, it can promote from within or bring in fresh talent from outside. Staple Foods Ltd. has chosen external sources across different levels, matching each source to the trust, skill, urgency and cost involved. This is a standard CBSE Class 12 Business Studies application of the external sources of recruitment.
1. Recommendations of employees. For positions demanding high trust and confidentiality, the company prefers candidates introduced by existing senior employees. Current employees put their own reputation on the line, so they tend to recommend reliable people. This source is quick, inexpensive and taps networks that formal advertising cannot reach.
2. Placement agencies and management consultants. For specialised technical and professional roles—Marketing Head, Operations Manager and the like—the company contacts private agencies and professional bodies. These agencies compile the bio-data of a large number of candidates, screen them, and recommend suitable names to their clients. They are especially useful for niche or senior-level talent, saving the company time, though the service comes at a cost.
3. Direct recruitment. For casual vacancies of unskilled or semi-skilled jobs, the company places a notice on its notice board; job seekers then assemble outside the premises on the specified date and selection is done on the spot. This on-the-spot method (direct recruitment) is fast, cheap and ideal for roles needing little training, attracting local candidates who are immediately available. …
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