Answer question based on following case study.

Mr. Raj is a fresh graduate in Human Resource Management from a top Business School. After completing his graduation, an Indian based MNC has recruited him as an HR Manager. Now the company is planning to expand its area of operation and for the same requires to recruit another 200 management trainees. Mr. Raj is a highly dedicated and efficient manager, he is assigned to recruit these management trainees by the Head of the HR Department. He is also asked to assign task to them in addition to their recruitment and selection.

Which of the following is NOT an External source of recruitment?

Transfer

The correct answer is Option (4) - Transfer

Transfer is an internal source of recruitment as it involves the movement of employees from one position to another within the same organization. It does not involve bringing in new employees from outside the organization.

The external sources of recruitment are as follows-

(i) Direct Recruitment: Under the direct recruitment, a notice is placed on the notice-board of the enterprise specifying the details of the jobs available. Job-seekers assemble outside the premises of the organisation on the specified date and selection is done on the spot.
(ii) Casual Callers: Many reputed business organisations keep a database of unsolicited applicants in their offices. Such job-seekers can be a valuable source of man power. A list of such job-seekers can be prepared and can be screened to fill the vacancies as they arise.
(iii) Advertisement: Advertisement in newspapers or trade and professional journals is generally used when a wider choice is required. Most of the senior positions of industry as well as commerce are filled by this method.
(iv) Employment Exchange: Employment exchanges run by the Government are regarded as a good source of recruitment for unskilled and skilled operative jobs. In some cases, compulsory notification of vacancies to employment exchange is required by law.
(v) Placement Agencies and Management Consultants: In technical and professional areas, private agencies and professional bodies appear to be doing substantive work. Placement agencies provide a nationwide service in matching personnel demand and supply.
(vi) Campus Recruitment: Colleges and institutes of management and technology have become a popular source of recruitment for technical, professional and managerial jobs. Many big organisations maintain a close liaison with the universities, vocational schools and management institutes to recruit qualified personnel for various jobs.
(vii) Recommendations of Employees: Applicants introduced by present employees, or their friends and relatives may prove to be a good source of recruitment. Such applicants are likely to be good employees because their background is sufficiently known.
(viii) Labour Contractors: Labour contractors maintain close contacts with labourers and they can provide the required number of unskilled workers at short notice. Workers are recruited through labour contractors who are themselves employees of the organisation.
(ix) Advertising on Television: The practice of telecasting of vacant posts over Television is gaining importance these days. The detailed requirements of the job and the qualities required to do it are publicised along with the profile of the organisation where vacancy exists.