Recruitment and Human Resources Management

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

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.

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

“Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization.” (Mondy and Noe, 2005 page 221)

Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).

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.

External - Candidates are sought from outside of the organization (not current employees) through methods such as want ads, head hunters (recruiters), job fairs, on-campus recruiting, etc... Advantage - allows firms to acquire new perspectives, expertise, and capabilities that they do not currently possess.

Hiring internally gives the current employees more hope and will improve the problem you are facing with keeping your employees loyal to the company. Although focusing primarily on internal promotions decreases the chance of finding a stellar employee, it will solve a lot of the current problems your company is facing. I recommend that you promote current females and minorities internally. This will keep more low entry level employees motivated to stay and also improve your problems with incumbency percentages as well.

evaluate the advantages and disadvantages of using external recruitment sources compared to internal recruitment sources.

If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,

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.

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”