Advantages And Disadvantages Of Recruitment

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Recruitment is one of the critical HR function. It is a process of identifying qualified and skilled candidate for exiting or expected vacancies in an organization. It is important for an organization to have a recruitment policy. Selection is a process of selecting a candidate from a large number of applicants will be performing their jobs with maximum effectiveness and remain with the company. After selecting a candidate he/she should be placed in a suitable job. Placement is also an important HR activity and it involves assigning a specific position and responsibility to an employee. When a person joins the organization he/she is a stranger to it. He/she might face difficulties, leading to anxiety and stress. An induction or orientation …show more content…
Internal recruitment is economical as it is less costly than using outside agencies.
2. The present employees already know the company well and likely to develop a loyalty for same.
3. It tends to encourage existing employees to put in greater efforts and to acquire additional qualifications. This means there is motivation to employees.
4. It provides security and continuity of employment.
5. Internal recruitment helps to raise the morale of employees and develops cordial relations at the managerial levels.

EXTERNAL SOURCES/METHODS OF MANAGERIAL
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This may be with a view to introducing ‘new blood’ in the organisation. External sources are used as supplementary sources of recruitment. External sources/methods of managerial recruitment are as explained below:

1) Campus Recruitment/Selection: The growth of Management institutes, IITs and Regional and other Engineering Colleges has provided a popular source of recruitment known as Campus Recruitment/Selection. Private sector is able to attract many aspirants from engineering colleges. It is an excellent source of recruitment/selection management trainees.
2) Press Advertisement: Press advertisement is very widely used for recruitment of all categories of personnel particularly for the appointment of middle level managers. Though quite costly, it provides wide choice as it attracts a large number of suitable candidates from all over the country.
3) Recruitment through Management Consultants and Private Employment Exchange: Management consultants (e.g. A. F. Ferguson Associates) make necessary arrangements and select the suitable staff required by a business unit. For this, they give advertisement, conduct tests and also arrange interviews, etc. Similar service provide by private employment exchanges that keep details of candidates interested in jobs and provide services to employers. This source is mainly useful for the selection of top level executives.

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