Positives and Negatives of Recruitment Sources

 Positives and Negatives of Recruitment Sources





The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization (Sunday, et al., 2015). The main goal of recruitment is to attract a sufficient number of candidates who meet the job requirements, so that the employer can select the best person for a specific job (Muscalu, 2015).

A source of recruitment can be described as avenue through which a prospective employer can organize a pool of prospective job applicants or job seekers. Basically, there are two avenues preferably described as sources of recruitment.  The two are externals and internal sources (Otoo, et al., 2018).

The benefits and drawbacks of internal recruitment sources and the external recruitment sources are as follows.

Positive factors of Internal Recruitment

Ø  Use as a tool for employee development and retention (Waqas, et al., 2015).

Ø Lead to employee motivation and increase their satisfaction with the company, but also improve their morale and commitment toward the company (Yu-Ru, 1999).

Ø Internal employees are already familiar with the norms and culture of the organization so they take less time in adjusting themselves in a new role and perform better (Waqas, et al., 2015).

ØThe wealth of information that is generally available about present employees may minimize the possibility that a poor placement decision will be made (Yu-Ru, 1999).

Ø Companies retain the potential resources within the company (Waqas, et al., 2015).

Ø Internal Hiring fosters the positive trustful environment and creates a long lasting strong bond between employee and organization (Waqas, et al., 2015).

 

Negative factors of Internal Recruitment

Ø  The employee's performance on one job may not be a good predictor of performance on another because different skills may be required on the new job. Successful employee may not make a good supervisor because in most supervisory jobs an ability to carry out the work through others requires skill with people that may not have been a factor in previous jobs (Yu-Ru, 1999).

Ø  May include infighting, inbreeding, and lack of varied perspectives and interests (Yu-Ru, 1999)

Ø  Internal hiring limits the infusion of new knowledge and ideas into the firm (DeVaro, 2016).

Ø  Internal hiring restricts the size of the applicant pool (DeVaro, 2016).

 

 

 

Positive factors of External Recruitment

Ø  Bring 'new blood' into the organization, perhaps as part of a broad culture change program (Yu-Ru, 1999).

Ø  External hires bring innovation in the company (Waqas, et al., 2015).

Ø  New hires coming from an outside culture force the company to re-think on the existing processes. They ask “why do we do things that way”. It also keeps the internal employees motivated and keep them on edge they know they have to compete the outsiders (Waqas, et al., 2015).

Ø  External hires don’t have the political coalitions already set up. In a standing culture, outsiders might help shake things up and help the company evolve its culture (Waqas, et al., 2015).

Negative Factors of External Recruitment

Ø  Depending too much on external recruitment may also lead to the possibility of recruiting employees who do not 'fit’ the potential creation of morale problems for internal candidates, and the lengthy adjustment and socialization times (Yu-Ru, 1999).

Ø  Costs of external recruitment may be quite high once indirect factors such as management time and resources are calculated (Yu-Ru, 1999).

Ø  May produce too many irrelevant or poor applications and it is still not the first choice of many job seekers (Armstrong & Taylor, 2014).

 

With relate to the company which I am working for, the talent sourcing and management strategy which involves attracting, developing, and retaining the right people is a driving factor for its business success and long-term sustainability. This strategy is not simply about hiring staff with the required skills. It involves a more holistic approach to creating the right values and culture where staff is empowered to develop in a rapidly evolving operating environment.

During 2020, the entire Human Resources process was digitalized, and an online application for external recruitment was introduced, along with online interviews and placements for interns. In addition, all promotion procedures were digitalized, and a plan is in place to introduce an online examination for recruitment.

 

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].

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, Volume 14.

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.

Waqas, M., Javaid, S. & Sabir, F., 2015. Outcomes of External and Internally Hired Employees: Highlighting Buy and Build Strategy. Academy of Contemporary Research Journal , May.Volume IV(II).

Yu-Ru, H., 1999. RECRUITMENT AND SELECTION AND HUMAN RESOURCE MANAGEMENT IN THE TAIWANESE CULTURAL CONTEXT. s.l.:Plymouth Business School.

Comments

  1. Harsha WijesingheMay 11, 2021 at 4:45 AM

    I agree with you that there are two divisions of recruitment practices as internal and external. When thinking of the internal recruitment methods: the perfect cases are assignments, promoting, and referrals programs, whereas ads, e-recruitments, external advisers, and face-to-face interviews can be classified as external recruitment systems. The principal purpose of recruitment is attracting and retaining the best employee for the correct position. So, the condition of the recruiters weighs a lot when securing the business progress by decreasing exhaustion and time. Additionally, strong recruitment should have many CVs through internal or external sources (Absar, 2012).

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  2. Oshadee WanasingheMay 14, 2021 at 5:39 AM

    What you have stated is quite true. I would like to stress a little bit more on the benefits of internal recruitment as i have experienced the same. Internal recruits are already used to the organization culture, even though they have to learn how to perform in the new position. Since they are aware of the rules and regulations, conflicts may not arise (Tucker, 2019). Internal recruitment offer individuals an opportunity to grow. This will be a strong motivator for others who will witness. Further, the brand value of an organization will have a positive impact by giving opportunities for the staff to develop.

    ReplyDelete
    Replies
    1. Sachith FernandoMay 15, 2021 at 10:01 AM

      Agreed with you Oshadee, When consider the external recruitment, cultural fit is key trait to look for when recruiting. The results of poor cultural fit may lead to employee turnover. before the hiring team start measuring candidate culture fit, they need to be able to define and articulate the organizations culture, its values, goals and practices. And then weave this understanding in to the hiring process (Katie Bouton 2015).

      Delete
  3. Rajasingham SathaharanMay 15, 2021 at 3:17 AM

    Adding to your point, but there are two faces of coin. When an employee serves for a longer tenure, and the more human capital is accumulated , it would be difficult for employer to find an external candidate who can outperform the existing employee, and the more risk averse employer will be less likely to go ahead with uncertain new prospect hence may end up promoting qualified candidates from inside but may lose out on extraordinary talent (Chan, 1996).

    Reference

    Chan, W. (1996). External Recruitment versus Internal Promotion. Journal of Labour Economics, Vol. 14 Issue: 4, https://core.ac.uk/download/pdf/37882826.pdf

    ReplyDelete
    Replies
    1. Sachith FernandoMay 15, 2021 at 10:10 AM

      Very correct Sathaharan, When it comes to filling a job vacancy firms can look either internally or externally for the candidate that is most qualified. The disadvantage 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).

      Delete

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