Usually they provide data relating to executives and top level personnel for which service they charge consultation fees also known as recruitment process outsourcing.

There are different reasons why vacancy arises and they are
(i) Retirement of an employee
(ii) Death of an employee
(iii) Resignation of job by an employee
(iv) Disablement of an employee
(v) Dismissal of an employee

The organisations which carry out recruitment online method is said to follow e-recruitment. It has become inevitable external source of recruitment.

These are the applications of job seekers who voluntarily apply for the vacancies not yet notified by organisations.

One single employee managing to learn how to perform in more than one job on rotation is called job rotation. This familiarises the employees with all kind of jobs performed.

Organizations instead of training and developing their own employees hire employees of other competitive companies by paying them more both financial and non financial benefits. It is also called raiding.

(i) Promotion means the movement of an employee from his level to the top level.
(ii) Based on seniority and merits of the employees they are given opportunity to move up in the organisational hierarchy. This is known as promotion.

(i) Employee referral: The existing employees of the organisation may recommend some of their relatives or known people who will be suitable for the existing vacancies.
(ii) Government/Public Employment Exchanges: These are exchanges established by Government which facilitates recruitment throughout the country.
(iii) Private Employment Agencies: These are similar to Public employment exchanges except that the ownership is the hands of private parties.
(iv) Employment consultancies: These types of firms facilitate recruitment on behalf of client companies at cost.
(v) Professional associations: Organisations seeking applicants of high calibre and repute with technical knowledge approach professional associations like Institute of chartered accountants, The Indian Medial association and All India Management Association etc.
(vi) Deputation: A person who is already an employee of an organisation can be deputed for a specific job for a specified period as a short term solutions.
(vii) Labour contractors: Organisations recruit unskilled and manual labourers through these contractors.

There are a number of factors that affect recruitment.
I. Internal factors:
(a) Size of the Organisation: Large organization gets less recruitment problematic than the smaller organization.
(b) Recruiting Policy
Some organizations are preferred through internal sourcing. Because own employees know the organization and they can well fit into it.
(c) Image of Job
Just as image of organization affects recruitment, due to better renumeration and working conditions, etc.
II. External factors:
(a) Demographic factors
It intimately related to human beings like age, sex, literacy, economic status, etc.
(b) Labour Market
Supply and demand of labour is of particular importance in affecting recruitment process.
(c) Labour laws
There are several labour laws and regulations passed by the central and State Government that govern different types of employment.

The recent methods of recruiting by organisations include the following methods:
(i) Outsourcing: There are outsourcing firms that help in the process of recruiting through screening of applications and finding the right person for the job for which job they are paid service charges.
(ii) Poaching: Organisations instead of training and developing their own employees, hire employees of other competitive companies by paying them more both financial and non-financial benefits. It is called raiding.