The search for qualified employees is endless for companies but it cannot begin if the organization’s human resource has not found what they would need to recruit these candidates, but when it does the process can begin. Human resources will select the appropriate recruitment for the current jobs they are offering as well as the amount of people they may need. Internal and external recruitment offer plenty of ways for companies to expand their search. It includes advantages and disadvantages, but companies need to be weary in how they go about it because it could possibly create legal issues.
Internal Recruitment Internal recruitment is used when they use current employees to apply. Those that to choose to promote from within there are advantages. …show more content…
Suggestions from current employees can be another good way for employees to make a good impression with their company because if they provide a good suggestion and it works out accordingly, this will lead the company to trust the suggestions from this employee because they are looking out for the company and only want the best. But the disadvantage to that can create problems of the person they recommend is not properly qualified and hasn’t been a positive asset to the company, this takes them back to the drawing board for a new …show more content…
Second is employment agencies such as or public or state services, private agencies, consulting firms. A third source which is important to me is schools, colleges and universities. HR departments could benefit from using the third source because they can give college students internships and this will give the company a chance to grow and mold them to understand the organization of the business and since most will be knowledgeable from what they learned in school this could give the company the employees that they are looking for.
Even with the positives of external recruitment, there are always disadvantages. The cost is always high because the money goes into the search for employees, and the costs also comes from training the new employees. It is a longer process because of the amount of time it goes into screening the potential candidates from the large pool of resources. The recruiters need to become more careful in who they select, and also need to be aware of the legal
Internal Recruitment Internal recruitment is used when they use current employees to apply. Those that to choose to promote from within there are advantages. …show more content…
Suggestions from current employees can be another good way for employees to make a good impression with their company because if they provide a good suggestion and it works out accordingly, this will lead the company to trust the suggestions from this employee because they are looking out for the company and only want the best. But the disadvantage to that can create problems of the person they recommend is not properly qualified and hasn’t been a positive asset to the company, this takes them back to the drawing board for a new …show more content…
Second is employment agencies such as or public or state services, private agencies, consulting firms. A third source which is important to me is schools, colleges and universities. HR departments could benefit from using the third source because they can give college students internships and this will give the company a chance to grow and mold them to understand the organization of the business and since most will be knowledgeable from what they learned in school this could give the company the employees that they are looking for.
Even with the positives of external recruitment, there are always disadvantages. The cost is always high because the money goes into the search for employees, and the costs also comes from training the new employees. It is a longer process because of the amount of time it goes into screening the potential candidates from the large pool of resources. The recruiters need to become more careful in who they select, and also need to be aware of the legal