The Strength And Weaknesses Of Different Methods Of Attracting Applications

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

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.

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

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.

This allows the candidate to fully understand what the job role involves before apply for the job. It allows candidates to figure out if they’re suitable for the requirements which the organisation is looking for, this can normally save time if the candidate believes the job role is not suitable for them.

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.

This is a quick and easy way to notify the market about the available jobs in the company and attract a large number of candidates. Newspaper ads are also less costly compared to using headhunters for finding the right candidate.

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

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 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

Even when promoting employees intensively from within the organization, it is the role of management and HR to keep an eye on valuable candidates from outside and to benchmark internal skills with external offers.

Job seekers typically search corporate websites first during the job search process. Posting jobs on company websites casts a broad net, capturing the interest of the largest possible talent pool. Potential employees are instantly exposed to company highlights, diversity information, employee benefits, and work-life balance programs (Cascio, 2016). Career fairs are typically industry specific which automatically refines the talent pool. Most career fairs require an upfront participation fee however, companies can discern qualified candidates from unqualified candidates rather quickly and save an exorbitant amount of recruitment expenses (Career Trend, 2017). Also, this platform generates high applicant flow. External recruitment allows companies to choose from a talent pool who could have been recently trained or educated therefore having up to date knowledge and skills (Cascio, 2016). Because external candidates have not been exposed to office politics and office norms they are more likely to accept change and innovation (Cascio, 2016). Lastly, external recruitment provides a convenient way to satisfy job place diversity requirements through hiring minorities and women (Cascio, 2016).