Strengths And Disadvantages Of Recruitment

Draft a written advertisement or a brief to your Recruitment Agency to attract talented individuals to apply.

Internal advertisement is one method to be used, where companies announce/advertise its job vacancies to its existing employees, which may represent promotions. Sainsbury’s usually places internal advertisement to select supervisor and internal staff transaction; they put advertisement at company’s notice board or make announcements at meetings cross stores within the region. It will be easier for company to select suitable candidates because existing employees has more knowledge and cost less for the company.

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

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

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

In this report I will discuss factors that affect an organization’s approach to both attracting talent and recruitment and selection. My report will also include some recruitment methods and its advantages.

There are a number of methods an organisation can use to recruit staff. Recruitment agencies are an effective tool as they save valuable management time and they can also decrease the administratve load for the organisation, and it removes a lot of stress and hassle. Another benefit is that there are agencies that may specialise in your field.

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.

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)

Recruitment is simply consists of attracting, interviewing, and hiring new employees (Mayhew, n.d.). Finding potential employees can happen from within the facility, known as internal recruiting, or from outside the facility, known as external recruiting

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

Although the terms ‘recruitment’ and ‘selection’ are often used interchangeably, they are not the same. Whitehill (1991) describes recruitment as ‘positive’, ‘building a roster of potentially qualified applicants’, while selection is ‘negative’, as there is a need to eliminate unsuitable applicants (Whitehill, 1991). This means that recruitment is focused more on the quantity and quality of applicants, while selection is focused on suitability. The main goal of recruitment is to provide a sufficient number of high quality candidates for enterprises to choose the right people to fill vacancies (Dowling and Schuler, 1990). The online system has proved suitable for the

It is the most effective means to search potential employees from outside the organisation. Employment advertisement in newspapers, journals, bulletins etc. is quite common in country. By means of advertisement, the organisation is able to communicate is requirement of