Difference Between Specification And Job Specification

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

Supporting job descriptions because it is a valuable tool in recruiting and hiring (Doggett, 2002). It assists in identifying candidates who are not qualified for a certain position, thereby reducing the odds of making a poor employment decision. Perhaps their greatest value is defining for new employees what is expected from them (Doggett, 2002). There is considerable evidence to show that many a potentially good employee was lost because he never knew what was expected of him and he and his boss were seeing his accomplishments from totally different perspectives.

The benefits of recruiting externally are that there will be more applicants to choose from which means these applicants may bring new ideas into the organisation which is a massive benefit as it can make developments to the company and make it better. Also when recruiting externally there’s potential for new skills to be brought into the organisation. However there are issues to recruiting externally such as taking a lot of time to advertise and also is very expensive. The person who has been appointed may not be as good as the company thought they would be meaning it would be waste of time.

Your example of a merry go round is a great example of senior promotion in the military. As the leader transfers, initially it next person up mentality for a replacement (internal source) until a replacement is selected (external source). As you elaborated in your discussion, both have distant advantages for an organization. A combination of both recruitment sources is beneficial for maximizing ways to find an appropriate job candidate. Although the company bottom- line is always a major factor, selecting the right source can affect employee morale, retention, and team building. In my current position I was hired for a supervisory position as an external hire from another directorate over two internal candidates which initially caused heartache

Actually, hiring managers do a better job with promotions than with hiring because they consider the employee's potential. Promoting from within is just the ticket to boost morale, which leads to increased productivity and therefore, escalates the profit margin.

This is a good method to promote employees who are understands the organisation’s objectives and committed in achieve a common goal. It is a cheaper, easy way to recruit and managers will know the strengths and weakness of internal candidate.

Compared to external recruitment, internal recruitment can be very beneficial to not only the employee, but the company as well. There’s a balance to be made between searching outside for the best talent, and using the in-house pool of potential candidates to fill the position.

The benefit of an organization to fill attractive job roles with people from within the organization mainly comes down to trust. An organization is more likely to trust someone from within who has shown he/she can do tasks correctly and is highly adaptable. It’s more cost-effective and less time-consuming to transition current employees to new roles than to bring in new employees.

An initial step in the process is finding where qualified applicants are located also known as applicant sourcing. An organization must decide if they want to recruit employees internally or externally. Internal recruitment can be beneficial because candidates are generally known by the organization and it may also build morale because it shows that there are always opportunities for advancement but it could also lead to the Peter principle which happens when successful employees continue to be promoted until they reach a position above their level of competence. Internal recruitment also may cause a ripple effect to occur when one person moves up the ladder it leaves another vacancy, that is then filled by another internal employee that in turn causes another vacancy. An advantage of external recruitment is that the new employee might bring new ideas to the organization and they can target applicants with the skills needed then settling for a internal employee who may lack some of the skills. On another note, external recruitment can be negative because it is costlier to hire a new employee, conduct a drug screen, provide training, and it also takes a new employee more time to get to know the organization.

The strengths in using this approach is that it saves time for the company. Bringing in an outside expertise with higher rate of applicants. Also it frees up HR for more value – adding activities.

Internal recruiting is a fairly easy way to get the job done quickly and it many other pros. With internal recruiting, the people inside in the business are already familiar with the business and they understand the business’s purpose and model. Once a job has an opening, searching inside of your business is probably the faster way to get it filled because there is not much work for you to do afterwards. The person’s onboarding process will be much shorter so that saves you time on paperwork. They will also not have to go through training which saves the company even more money. The hiring managers will already know the person so they will know how dedicated they are to their work, their attitude towards the amount of work and the time spent to do it, and the trust between them should already be established. The

Internal recruiting has many advantages. These employees are well known to Baidu because they worked in Baidu before. They have the ability and knowledge to fit their new jobs .It will minimizes the possibility of unrealistic job expectations. The cost of internal recruiting is less than external recruiting. Internal recruiting is an efficient and fast way to meet the vacancies.

The disadvantage of internal recruitment is that the size of prospective applicants is considerably reduced. There is no doubt that outside recruitment provides the organization with a broader skill pool and wider experience than could be the case with internal recruitment. A staff member who responds to the internal advertised position and gets the job might discover that their workmates resent that promotion and that could prove very challenging for them in their

HRM practices, such as selection, performance evaluation, training and work environment can enhance the competence, in order to improve organizational performance. Job analysis helps organization make right decision; job description and job specification are two types of information are most used in job analysis (Robin Kramar et al. 2011). Job description is a detailed description of the job analysis based on the physical and environmental characteristics. It helps to clarify the job’s name, powers, duties, and affiliation (Wylie, 2008). Job specification is set to make sure who is qualified for the position and required knowledge, skills, personality and other personal characteristics required for the completion of the work.

Current economic conditions are forcing many enterprises today to evaluate how they will manage current and future personnel needs. There continues to be an abundance of qualified external candidates yet their business models are increasingly becoming more complex. This dilemma is forcing the issue of whether to rely on external or internal recruitment, which is the subject of this analysis. Empirically-derived studies of the economics of each point to the value of internal candidates being able to build on their expertise and intelligence, and therefore make even greater contributions over time (Chan, 1996). The contrarian argument today is that having external candidates enriches the expertise and knowledge of the firm (Julia, Rog, 2008). There is more debate on this topic than many others in Human Resource Management (HRM) and talent management, and it has the potential to be divisive throughout organizations where one group of managers believes one is superior to another (Shafique, 2012).