External Recruitment Sources
External Recruitment Sources
External
source of recruitment means recruiting from outside the company
Also
that external recruiting may be effective in certain situations it includes the
ability to attract the most qualified individuals, a reduction in resentment,
the ability to bring in new ideas to the organization
External recruitment sources
Ø Advertisement
According
to Armstrong (2014) Advertising has traditionally been the most obvious method
of attracting candidates and it is still fairly important. Employer will
publish a job advertisement in newspapers. In that advertisement they include
the information’s about the organization, job title, job role, qualifications
required, age limits, packages and benefits in briefly. Company which I am
working also practicing same procedure. They select most leading newspapers in
Sri Lanka to post Job advertisements (Ex. Sunday times, Sunday Observer).
Ø E-Recruitment
Online
or e-recruitment uses the internet to advertise or ‘post’ vacancies, provides
information about jobs and the organization and enables e-mail communications
to take place between employers and candidates (Armstrong 2014). Harky (2018) states
that e- recruitment is an organizations use its public internet site for
attracting candidates, screening applications, selecting candidates, and
offering or rejecting candidates.
With
relate to the organization which I am working is also using this method to give
awareness of the job opportunity and open the space for candidates to apply
online (Ex. Career opportunities publish in the corporate website).
Ø Employee Referrals
The
recommendation of current good employees may provide excellent prospects
Ø Employment Agencies
Employment
agencies can be very quick and efficient in hiring candidates for the
organization, and they can also act as brokers or middlemen between the
applicant and the organization
With relate to the company which I am working for used this method to hire outsourced employees as flexible staffing method. They can terminate the contract at any time they desired. In the current situation the organization not practicing that because it may cause to the many labor conflicts.
Ø Educational and training establishments
For
some organizations, graduate recruitment is a major annual exercise. Also
school leavers can work in a variety of fields. Universities and colleges, as
well as schools, will be the primary sources of recruits for some
organizations' training schemes
References
Armstrong, M. & Taylor, S., 2014. Recruitment
and selection. ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE,
Volume 13.
DeVaro, J., 2016. IZA
World of Labor. [Online]
Available at: https://wol.iza.org/uploads/articles/237/pdfs/internal-hiring-or-external-recruitment.pdf
[Accessed 11 04 2021].
Harky, Y. F. M.,
2018. International Journal of Contemporary Research and Review. The
Significance of Recruitment and Selection on Organizational Performance:, 09(02).
Muscalu, E., 2015.
SOURCES OF HUMAN RESOURCES RECRUITMENT ORGANIZATION. In: Management and
Economic. s.l.:Lucian Blaga” University of Sibiu, Romania.
Otoo, I. C.,
Assuming, J. & Agyei, P. M., 2018. Effectiveness of Recruitment and
Selection Practices in Public Sector Higher Education Institutions: Evidence
from Ghana. European Scientific Journal, May.Volume 14.
Shafique, O., 2012.
Recruitment in the 21st Century. INTERDISCIPLINARY JOURNAL OF CONTEMPORARY
RESEARCH IN BUSINESS, June.Volume Vol 04.
Sunday, A. O.,
Olayaniyi, D. E. & Mary, F. O., 2015. THE INFLUENCE OF RECRUITMENT AND
SELECTION ON ORGANIZATIONAL PERFORMANCE. International Journal of Advanced
Academic Research - Social Sciences and Education.
Yu-Ru, H., 1999. RECRUITMENT
AND SELECTION AND HUMAN RESOURCE MANAGEMENT IN THE TAIWANESE CULTURAL
CONTEXT. s.l.:Plymouth Business School.
Adding to your point J. DeVaro(2016) says external recruitment brings so many advantages to the organization such as fresh ideas are brought in, potential for the talent pool is larger, they are not influenced by inside politics so that external hiring has strong upside potential and it is worth the risk as external hiring also fills one vacancy without creating another along the job hierarchy.
ReplyDeleteYes Pernalla I agreed with you. Yu-Ru (1999) state that internal recruitment may not always produce enough qualified applicants, especially if the company is growing rapidly or is undergoing rapid technological change; recruiting externally then may become necessary.
DeleteAgreed, External recruitment means that applicants are brought from outside of the organization. There are many more external sources than internal, and it is important to identify a suitable candidate. External recruitment can be expensive and time-consuming; however, it is possible to reduce these disadvantages to some extent with the help of good recruitment planning (Patel and Rana, 2007).
ReplyDeleteExactly Nivethini, it is well to remember that occasions often arise when existing employees do not possess the skills for the required tasks, or when giving them such skills will entail considerable costs to the organization. It has been argued that, no matter how much a company may design its manpower requirements to take account of internal skill developments, it still becomes necessary to bring in new talents into the organization through external recruitment (Saviour, et al., 2016).
DeleteIn addition, Chen (2005) suggests that external recruitment is mainly done in order to attract new knowledge and skills that the organization needs. On the counterpoint, external recruits needs a longer period of adapting to the new company therefore a successful company should use both forms of recruitment sources depending on the size and environment of the organization (Muscalu, 2015).
ReplyDeleteYes Arjun, as you correctly said external hires bring innovation in the company (Waqas, et al., 2015). In other hand external recruitment may also lead to the possibility of recruiting employees who do not 'fit to the organization culture and the lengthy adjustment and socialization will take times, Furthermore, costs of external recruitment may be quite high once indirect factors such as management time and resources are calculated (Yu-Ru, 1999).
DeleteYes agree there are two main sources of recruitment, internal and external. Even the internal sources give opportunities for career development of existing employees it is important to bring new talent to the organization through external sources like advertisement, e-recruitment, employment agencies and labor officers (Saviour et al., 2016).
ReplyDeleteExactly Chanaka, When it comes to filling a job vacancy firms can look either internally or externally for the candidate that is most qualified. One of the disadvantages of promotion from within is that the organization loses out on the chance for new ideas and the creativity that can come from a new person entering the organization for the first time. Clearly, there are pros and cons to both promotion from within and outside hiring. It’s not that one way is right and the other is wrong-it simply depends on organizational policy (Gusdorf, 2008).
DeleteAgreed Chanak as In fact, the basic purpose of recruitment is to create a pool of suitably qualified candidates to enable the selection of the best candidates for the organization, by attracting more and more employees to apply in the organization whereas the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization (Gamage, 2014).
ReplyDeleteVery Trure Duminda, Recruitment and selection are the two different stages in HR management theoretically. Recruitment “searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs”. And selection is the next stage in employment cycle. It is the process to predict which candidates is qualified and good to the development of to the organization (Dowling and Schuler, 1990).
DeleteAgreed, Identifying resources of candidates are vital in employee recruitment. First consideration should be given to internal candidates. In addition, it is always worth trying to persuade former employees to return to the organization or obtain suggestions from existing employees (referrals). If these approaches do not work, the sources of candidates are online recruiting, social media, advertising, recruitment agencies, job centers, consultants, recruitment process outsourcing providers and direct approaches to educational establishments (Armstrong.2014).
ReplyDeleteVery true Gagana, the human resource manager embarks on internal recruitment when the organization sees that some current employees need to be promoted, demoted, transferred, and be posted (Harky, 2018). Further if company chose above stated external sources of recruitment provides the company with a wider coverage as compared to the internal sources of recruitment. There are less chances of favoritism, partiality or bias in selecting candidates for the vacant position (Otoo, et al., 2018).
DeleteYes Sachith, Video conferencing and on-line tests can be used in the early stages of the selection process, saving time and cost. Even now there are huge numbers of companies which accept only resumes submitted online. On-line testing is now being used more and more, too (Slavić, et al., 2017).
ReplyDeleteVery correct Chamara, Currently, the recruitment and selection approach is undergoing significant changes as a result of technological advancements and shifts in strategic outlook (B.Prathyusha, 2019). The following is some of the emerging trends impacting recruitment and selection. According to (Anand J, 2016) the fundamentals of e-recruitment are as follows:
Delete• Tracking: It is helpful in tracking the status of candidate with respect to the jobs applied by him/her.
• Employer’s Website: Provides details of job opportunities and data collection for same.
• Job portals: Like CareerAge, Indeed, Monster, Naukri, timesjobs, etc these carry job advertisements from employers and agencies.
• Online Testing: Evaluation of candidates over internet based on various job profiles to judge them on various factors.
• Social networking: Sites like google +, twitter, facebook, linkedin, etc helps in building strong networking and finding career opportunities.
Agreed with you and adding to this, This method used when it is considered that the interior cannot provide a suitable candidate for a particular job. External recruitment must be well planned and coordinated and is especially needed fast growing organizations or those for which a keen interest from highly qualified labor force (Muscalu, 2015).
ReplyDeleteAgree with you. Adding to that, according to Armstrong (2014), first consideration should be given to internal candidates. If these approaches do not work, the sources of candidates are online recruiting, social media, advertising, recruitment agencies, job centres, consultants, recruitment process outsourcing providers and direct approaches to educational establishments.
ReplyDelete