The process of appealing effective job applicants from the present labor force refers as recruiting. A sufficient number of job candidates must be attracted by every organization who have the aptitudes and abilities required to assist the organization to accomplish its goals.
The effectiveness of recruiting process limits an effective employee selection procedure and if outstanding job applicants are not present in the applicant pool, than they cannot be chosen.
Other personnel functions are interacted with the recruitment process, particularly compensation, performance evaluation, employee relations and training & development. Recruiting is specifically a human resource function.
Sources of Recruitment
There are two main sources of recruitment which are as follow.
- Internal Recruitment
- External Recruitment
Internal Sources of Recruitment
The first place that an organization should consider for positioning is within itself, when job vacancies exist. The current employees of the organization usually think that because of their service & commitment to the organization, they deserve the opportunities to be promoted to higher level positions.
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More over organizations have opportunities to evaluate the track records of its current workers and approximate which of them would be successful.
Also recruiting from outside is more expensive then recruiting from current employees. Following are the main forms of internal recruiting.
- Employees Promotion
One of the best ways to fill job vacancies is to promote entry level employees to more responsible positions, and the significant reason why business organizations should have human resource planning system.
Individuals are identified and prepared for upper level positions by using succession plans and replacement charts by the organization that has human resource planning system.
Individuals who have potential for advancement are identified by using skills inventories and in performance appraisal review the individual’s desire to be promoted can be assessed.
A promotion from inside policy is intrinsic to human resource planning and career development. Great motivation among employees can be stimulated by promotion from within policy and employee morale is usually improved mostly by this motivation.
- Job Posting
The policy of job posting can also be used by an organization as an internal recruitment source. Job openings are notified to the current employees in the job posting system by the organization through the company publications, bulletin boards and personal letters. The aim of job posting is to pass along that job opening is present.
- Contacts and Referrals
Many business organizations have discovered that employees can help in the recruitment process. From the friends and associates, employees actively solicit their applications.
Employees are asked by many organizations to promote their friends and relatives to apply for the job openings, before going outside to recruit employees.
Referrals and contacts from the current employees are worthy sources of recruits. Employee referrals generally generate fast response and are relatively inexpensive.
However, from hiring friends of employees, some organization is concerned about the issues that will result.
Advantages of Internal Recruitment
Following are the advantages of internal recruitment.
- Gives greater opportunities for current employees
- Gives greater motivation for better performance
- Gives better opportunity to evaluate abilities
- Make employees to do the job with little lost time
- Improve organizational loyalty and morale
Disadvantages of Internal Recruitment
Following are the disadvantages of internal recruitment.
- Creates pressure to compete
- Create stale ideas and narrow thinking
- Creates homogenous work force
- Chances to miss better outside talent
External Sources of Recruitment
There are certain employee requirements that an organization must satisfy through external recruitment. Following are some of external recruiting sources.
- High Schools & Vocational Schools
Organizations concerned with recruiting entry-level operative and clerical employees mostly depend on vocational schools and high schools.
- Community Colleges
In the local labor market, there are many community colleges that are sensitive to particular employment requirements and greatly value able graduate with marketable skills.
- Colleges and Universities
For many organizations, universities and colleges show a main source of recruitment. In these institutions technical, potentials and management professionals are available. Booklets are issued by different institutions that contain information about the graduates that can be communicated to organizations who are finding such applicants.
- Competitors and Other Organizations
The positions in which recent experience is required, competitors and other business organizations in the geographical area or industry is the most suitable source of recruits.
- Unemployed
Regardless of the reason, persons who are unemployed mostly give a worthy source of recruitment.
- Older Individuals
Employees who are old, also those who are retired, may constitute a worthy source of employees.
- Military Personnel
This source of recruitment is considered by many employers because these persons typically are flexible, have a proven work history, drug free and motivated.
- Self-Employed Workers
These persons may give a source of applicants to fill any number of jobs needing professional, technical, entrepreneurial and administrative expertise.
Advantages of External Recruitment
Following are the advantages of external recruitment.
- Gives new insights and new ideas
- Gives higher diversity and assist accomplish EEO goals by making affirmative action simple
- Gives opportunities to manage quick growth of the organization
- Gives opportunities to acquire people with education, up-to-date knowledge and training.
Disadvantages of External Recruitment
Following are the disadvantages of external recruitment.
- It is more time consuming and expensive
- It ruins incentives of current employees to endeavor for promotion
- Due to difficult applicant assessment more chances to commit hiring mistakes that will lead to wastage of resources
