Benefits Of Hiring Outside The Organizations

External sources can also be beneficial if the company is looking for a fresh start or someone with some new ideas. External recruiting can help to diversify an organization while bringing in needed competencies. Hiring externally can be done through various ways such as Internet job boards, and staffing agencies. External hiring might be more costly but may provide more outstanding candidates. Whichever the organization decide internal or external, the position needed to be filled will determine the order of the search. Once you have started recruiting it is time to view your potential qualified candidates.

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)

Employee retention and turnover has been identified as vital manpower planning elements for a long period of time by many organizations. This is largely because a company recruits, trains and educates its employees in order to improve its productivity and profitability. Through these methods, productivity is attained as employees are retained to meet the specific business needs of the organization. Employee retention is also a critical aspect of an organization's planning because human capital has the capability of leaving a firm freely before the expiration date unlike other physical capital of the firm. As a result, a company must invest in hiring, training, and retaining of employees to avoid the consequences of high turnover. In the recent past, technological means have been developed to help in improving the ability of a company to meet its business needs.

External recruitment is the process of looking outside of the current employee group to fill open positions in an organization. The following are advantages of external

As employee turnover increase, it is the role of the HR manager to keep that from happening, by being more engaged with employers, Richard P. Finnegan introduced this in his book ‘The Rethinking Retention in Good Times and Bad, Breakthrough Ideas for Keeping Your Best Workers’. Mr. Finnegan spoke of the ten principles he believe will decrease the employee turnover, in addition to improving HR and employer’s relationship, he conducted research through surveys, and through experience.

For my research assignment I chose the topic “The Effects of Human Resource Management Practices on Employee Turnover.” I chose this topic because it is allied with an assignment

Internal sourcing often lies at the core of an organization’s recruitment system and a lot of times current employees are usually considered first when a job becomes available particularly for organizations whose talent philosophy supports promotion from within, such as the company I work for, therefore making internal sourcing more effective than external sourcing. Due to the fact that current employees can quickly grasp the concept of the skills and information needed for the position once hired, a lot of companies try

"Employee turnover is a critical cost driver for American business. The cost of recruiting and filling vacancies, lost productivity from vacant jobs, and the

Currently there are only two methods of recruiting being used that contribute to the high turnover rate. If the organization hopes to increase customer service, and decrease turnover. We will have to implement a contingency plan to anticipate for planned, or unplanned turnover. For example, managers should make sure to have an up to date file of possible recruits. Since there is no current recruiting tactics-taking place, all the managers from every department must set up monthly meetings to discuss possible hiring needs. As we move forward as a company, we must become more aggressive when hiring, by using two hiring methods.

One of the significant functions, and probably the one that most people first consider when they think of human resources is the function of hiring employees for an organization. The demand for additional employees can be a result of expansion within the organization or from turnover. The hope for any human resource department is that the reason for additional employees is a result of expansion and not because of involuntary or voluntary turnover. Involuntary turnover is the termination of employees from the organization whose services are no longer needed or desired. When termination of an employee occurs, it “represents a failure of some part of the HR system” (DeNisi & Griffin, 2011, p. 129). It is unfortunate but even with the best

External recruitment refers to the practice of recruiting a candidate from the talent pool outside the recruiting

The main advantage of it over internal recruitment is that by recruiting people from outside the company new skills and ideas could be brought.

Recruitment of potential job candidates – which can come from within the business (internally) and from the outside through advertisement (externally)

informed recruitment in a reduction in staff turnover, better staff attendance and retention and an increased public image of the company making it more attractive as an employer,

However, having such a heavy focus on saving cost and time may revert some of the attention away from attracting the best possible applicants for the job. Therefore, placing the emphasis on having the right recruitment systems in place will ensure a lower turnover rate, which would save costs in the longer term, whilst still having high performing employees.