Advantages And Disadvantages Of Recruitment Strategies

This is beneficial to the business so you don’t spend time and money training new employees, meaning that those who are recruited internally are able to get on without needed any form of training that would be as time consuming in addition to the process being cost effective. Another benefit of internal recruitment is that there are opportunities for promotion, this means that it will motivate the employees to work harder which allows the business to run even more effectively. In addition to that, you know that by promoting that someone, they will be perfectly suited for the role in

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

According to Russell, K. (2016) internal recruitment is the process of find a suitable employees from exiting workforce of an organisation to carry out a new vacancy aroused in

External recruitment is when job vacancies is filled by a non-existing employee (a person from outside of the organisation).

One internal and two external ways that I could recruit for this role are through an internal

The recruitment phase involves identifying and hiring the best suited candidate from the labour market either within the organisation or outside the organisation as fast as possible and for the least resources. Recruitment can be both internal and external. Internal recruitment involves evaluating existing employees’ skills and determining whether their skills are appropriate for new vacancies within the organisation. External recruitment involves identifying potential candidates outside of the organisation and determining whether they have the relevant skills and/or education to fill a job post (Business Dictionary, 2015).

Recruiting inside the organisation has both pros and cons, some of the benefits would be knowing what the person is already capable of in the job and if they are open to learning new things, how well they do in their position already and how motivated they are towards their job. There are also negatives about recruiting from inside the work place, the employee could feel overly comfortable and friendly in the job and with their colleagues resulting in them not being motivated to do work.

Organizations can use internal recruitment and external recruitment activities to find the best employees for a position. Describe these two approaches and provide one advantage for using each approach. (4 Marks)

Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs).

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Such devices as job posting boards, email flashes, intranet posts and fliers to advise existing employees of positions they may contest for. This recruitment may be in the form of creating and shuffling temporary teams to fill up certain tasks or may be permanent changes. Internal recruitment may be primarily level or it could be for promotions in which the promoted employee's former position may not be filled.

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

Internal sources come from internal company that conducts the recruitment. Recruitment using these sources is relatively quick and inexpensive. Company does not need any advertisement, head hunter or any other form of recruitment that is costly.

The strengths of using this approach is that the candidate will be readily available, The company will have more information about an internal candidate's capabilities and attitude An internal candidate may require less time to adjust to a new job, because they will already know about the organisation;. Also it demonstrates that career opportunities are available within the company. Appointing an internal candidate can speed up