METHODS OF RECRUITMENT
Source: (Barcelos, 2022)
Recruitment is a complex task where the impact it carries with itself affects the organization.
There are various methods in which recruitment can be categorized but in the
interest of simplicity, it has been categorized into
- Internal
Recruitment
- External
recruitment
According
to (Wilson & Hawks, 2022) internal recruitment can be defined as the process
of filling the vacancies within the organization by using the workforce or
manpower which is currently available in the organization which may include
employees from different job positions and roles and promote employees from the
current department. The main advantage of internal recruitment according
to (Wilson & Hawks, 2022) is that the incoming employee will have
already possessed the knowledge of the organization methods and policies while
encouraging employee loyalty. There are many ways in which internal recruitment
can be done, some of which are promotions from within the company, lateral
transfers, job rotation and rehiring former employees (Taylor, 2005).
External recruitment
is basically recruiting employees outside of the current workforce available in
an organization. This brings in new skill and out looks into the work group
which can be seen as an advantage. This way external recruitment can target
specific groups achieve required goals (Shafique,2022).
(Talentguard, 2022)
ADVANTAGES AND DISADVANTAGES OF INTERNAL RECRUITMENT
According
to (Sims, 2002) one of the key advantages is that the organization already ahs
the performance evaluation of the employees and will know how much of an asset
each employee will be and therefore, the chances of making wrong decision are
minimal. Another advantage is that recruitment can be done faster, and internal
recruitment is less expensive. It’s also researched by (Bika, 2022) that the
advantages of internal recruitment is that it is less time consuming, shorten
on boarding times where the employees don’t require much time to adjust to the
new role, cost less and it strengthens employee engagement.
It also
mentions the disadvantages to the internal recruitments where it creates
resentment among employee and managers where a colleague or candidate is uncomfortable
losing good team members and the other major disadvantage that it leaves a gap
in the existing workforce where, when you promote to fill an open positions,
the old position becomes vacant.
ADVANTAGES AND DISADVANTAGES OF EXTERNAL RECRUTIMENT
There are
several advantages when it comes to external recruitment, one of which are that
when an employee is hired correctly from the outside, they bring a lot of value
and ideas which aren’t familiar to the organization which can be an asset where
the organizational strategic thinking can be improved. According to (Compton et
al., 2010). New problem-solving skills can be introduced and it also forces
insiders to compete and improve in their own skills and education.
There are
some disadvantages when it comes to external recruitment as well some of which are
that employees who are recruited from the outside won’t fit culturally, a
longer orientation period is required and also the chanced of making a wrong
recruitment decision is higher as the employee evaluation is not fully known.
REFERENCES
Barcelos, K. (2022) Internal
vs external recruitment: Advantages and disadvantages, Jobsoid.
Available at: https://www.jobsoid.com/internal-vs-external-recruitment/
(Accessed: November 16, 2022).
Bika, N. (2022) The
advantages and disadvantages of internal recruitment, Recruiting
Resources: How to Recruit and Hire Better. Available at:
https://resources.workable.com/stories-and-insights/advantages-disadvantages-of-internal-recruitment
(Accessed: November 16, 2022).
Compton, R., Morrissey, W.
and Nankervis, A. (2010) Effective recruitment and selection practices, Google
Books. Google. Available at:
https://books.google.lk/books?id=ndwp9W6TYi4C&pg=PA47&dq=advantages%2Band%2Bdisadvantages%2Bof%2Bexternal%2Brecruitment&hl=en&sa=X&ved=2ahUKEwj84NWHy7L7AhUh7XMBHcQGBMcQ6AF6BAgNEAI#v=onepage&q=advantages%20and%20disadvantages%20of%20external%20recruitment&f=false
(Accessed: November 16, 2022).
Shafique, O. (no date) Recruitment
in the 21 century - researchgate. Available at:
https://www.researchgate.net/profile/Owais-Shafique-2/publication/260595737_Recruitment_in_the_21_st_Century/links/00463531b2cce75a7d000000/Recruitment-in-the-21-st-Century.pdf
(Accessed: November 16, 2022).
Sims, R.R. (2002) Organizational
success through Effective Human Resources Management, Google Books.
Google. Available at: https://books.google.lk/books?id=B7JZ3D7WU80C&pg=PA115&dq=advantages%2Band%2Bdisadvantages%2Bof%2Binternal%2Brecruitment%5D&hl=en&sa=X&ved=2ahUKEwjYq82LwLL7AhXUVt4KHepOChQQ6AF6BAgLEAI#v=onepage&q=advantages%20and%20disadvantages%20of%20internal%20recruitment%5D&f=false
(Accessed: November 16, 2022).
Taylor, S. (2005) People
Resourcing Third Edition. Third. The Broadway, London: The Chartered
Institute of Personnel and Development.
Wilson, S. and Hawks, D.
(2022) Internal Recruitment | Advantages & Disadvantages. Available
at: https://study.com/academy/lesson/internal-recruitment-definition-methods-process.html
(Accessed: November 16, 2022).
I agree with the content of your blog post Joel. Furthermore, the recruitment process includes examining the necessities of work, drawing employee to that occupation, screening and selecting candidates, contracting, and coordinating the new employee to the association (Khan & Abdullah, 2019). Also, the HR department responsible to find the right person or best qualified candidate for the post an organization needs (Othman et al. 2019). Through both the assessment and job analysis and design stage organizations should be able to identify whether or not an individual currently working within the organization would be able to meet the requirements of the new position or if an individual external to the organization would be more appropriate (Anwar, 2017).
ReplyDeleteThank you for your comment and also some of the internal recruitment methods are Promotion and Transfer, Personnel Records and Skills Banks , Job Posting and Bidding, Informal Methods, Inside Moonlighting ,Employee Referral where as Some of the methods of external recruitment are Professional or Trade Associations, Employee Databases, Media Advertisements, Employment Agencies, Executive Search Firms (Head Hunters) , Campus Recruiting and, E-Recruiting (Riya,2022).
DeleteAgreed and additionally, Recruiters use various recruitment methods such as job advertisement (JA), online portals (job and web portals), word-of-mouth, social media, etc. for attracting suitable applicants. Research witnessed that recruiters’ intention to use these methods depend on several pre-hire and post-hire outcomes such as number applications, quality of applicants, speed of filling up vacancy, post joining job performance, absenteeism, commitment and satisfaction of the applicants (Fisher et al., 2014; Wei et al., 2016)
ReplyDeleteThank you for your comment. Adding to that the information in the media is relevant to the job or organization, the vacancy is found to be more favorable (Priyadarshini et al., 2017;Badger et al., 2014). Additionally, when relevant information is specific (rather than general),it changes the applicant’s attitude toward the job and organization because of the potential applicants’ information about the job and organization increases (Feldman et al., 2006).
DeleteAgree on the content Joel and adding further, selection is an extremely important aspect to consider for businesses due to a number of reasons. Often the performance of businesses relates directly to the people working within it, meaning the right people need to be hired to ensure organizational success (Henry & Temtime, 2009). It is also an expensive process to hire someone new into the organization. So it is not something organizations want to put time and money into just to find they have hired somebody who is not suitable. It is vital that organizations get the process right the first time round, because resources are scarce enough as it is. Selecting the right applicant can be a difficult task, but at the end of the day, the organization’s reputation is held by the people it employs (Henry & Temtime, 2009).
ReplyDeleteThank You for your comment and yes I agree that selection process is the process that aims to select the best and most suitable donor for the job. Taking into consideration the conditions necessary in this process and adopting the principle of justice, equality and equal opportunities for all candidates, and that selection be made on the basis of merit and merit, and there must be a type of control when selecting employees, as the right person is in the right place (Mohammad, 2020).
DeleteAgreed with the content Joel. Further, It is less expensive to recruit internally than to do it externally, and there are a number of elements that affect recruiting efforts, including organizational reputation, job attractiveness, cost of recruiting, recruiting goals, and recruiting philosophy (Since, 2002). Additionally, all managers should have the HR department act more as a supportive counselor to those who will manage or collaborate with the new employee (French & Rumbles, 2010)
ReplyDeleteThank you for your comment and yes even speaking from personal experience hiring internally is cost effective such as while giving a promotion but filling the old position is going to involve external recruitment so it counteracts the cost but this is dependent on a specific situation
DeleteInteresting article. agree on the content. moreover there are more methods of recruitment. Such as On demand recruitment, Contingency hiring, retained search, recruitment process outsourcing. Soelton and Sihabudin (2022) explain exclusive recruitment as the name implies, exclusive requirements is a form of recruiting strategy that is based on an agreement of specific exclusive needs between the recruiter and the client. In this case, the recruiter guarantees the client that the post will be filled within a certain time frame or by a specific date. If the recruiter is unable to fill the vacancy by the agreed-upon deadline, the client has the option of offering the chance to other recruiters, closing the job with a lower commission, or penalizing the recruiter (Soelton and Sihabudin, 2022). The agreement explicitly states all of these terms and conditions. Because there is no competition, the proportion of commission in this sort of recruiting strategy is much lower than in a contingency hiring model. (Soelton and Sihabudin, 2022).
ReplyDeleteAdding to above Joel, external recruitment can improve organizational performance because it reduces the marginal return of sabotage by more than that of productive activities. which results in the increase of firms output (Chan, 1996).
ReplyDelete