Assignment 1 - Recruitment & Selection.
For this assignment I am going to start by looking at different types of recruitment processes and factors that affect these.
Reasons why vacancies occur
Vacancies occur because of many different reasons, for example an employee could leave due to retirement, contracts expiring, being fired or no longer desiring to do their job.
Sickness or Maternity leave could also cause vacancies, when someone is off because they are ill or pregnant the business will need to find other people to cover their shifts, if they recruit internally they’d also need to hire someone to cover the person who is covering the worker who is off.
Extra work is another cause for vacancies occurring as the business may be understaffed
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All candidates also already know the organisation and its values and structure and the organisation also already knows all the candidates and their talents, strengths and weaknesses along with how well they work.
Disadvantages of internal recruitment
The disadvantages of internal recruitment are that there are only limited choices of candidates so it is harder to find the perfect candidate or generate new ideas as there are no new people. The candidate who gets the job will have left their old job causing the company to have to hire another person and employees who have already worked for the company before are generally stuck in their ways.
External Recruitment
External recruitment is where companies use means such as: job centres, consultants and recruitment agencies to recruit new people into the company.
Advantages of external recruitment
With External recruitment you get a higher number of candidates to choose from which results in new ideas and skills being brought into the
Applegate, M. (n.d.). Difference Between the Internal & External Recruitment Strategies. Retrieved 30 June 2014, from http://smallbusiness.chron.com/difference-between-internal-external-recruitment-strategies-25708.html
There are many advantages of internal recruitment. It is more cost effective for the organisation, it gives existing employees opportunities to advance their careers therefore retaining staff, the employer will also know the staff member and can use their strengths and weaknesses effectively with minimal training. However, there is also disadvantages. For example, it limits the amount of applications that can be received for...
The recruitment process is a vital part of hiring. Recruitment essentially is the search for candidates to fill a vacancy. Recruitment can be done in many ways but it is best to gear the recruitment process towards what will work best for the business. Posting a job opening and holding or attending a hiring fair are both examples of recruiting tactics. The goal of the recruitment process is to create
The literature review will discuss the pros and cons for both internal and external recruitment. Studies have shown that depending on the organizational structure either of the hiring processes can be very beneficial to an organization.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
The first step in creating a successful recruitment process is creating and using internal recruitment guidelines (entrepreneur, 2010). This guideline should place limitations on managers so they do not steal employees from other managers or unnecessarily hold an employee back from advancing his career if he qualifies for an available position. The guideline describes what internal applicants can expect during the selection process and whether applying for an internal position will affect their current ones. Internally recruiting employees to fill a vacant position is a good way to promote sociability, hang on beneficial employees and build on the skills and knowledge of present staff. Hiring internally can also save the company time and money, as recruitment charges are cheaper and the winning candidate is already on the payroll. (Entrepreneur, 2010). External recruitment brings fresh employees to the company and allows it to grow. The external recruitment reacts quicker than the internal recruitment process and the growth of the sales function can be realized just by using the external hires. The external hires bring new ideas, different strategies to problem solving, and they can bring the external best practice. The external recruitment is the main origin of new skills and competencies. The external recruitment can deliver the missing skills quickly. Most companies buy the skills and capabilities
Outsourcing is a cost saving method that companies employ by utilizing less labor and overhead in house. Instead companies pay much less to an outside firm to handle some of the duties that are more menial in nature, but important enough for management to consider necessary. To that end, just about any task can be outsourced, including the Human Resources Department. Through the use of Human Resources outsourcing firms save money on things such as: benefits administration, total absence management, defined benefits, 401k, etc. There are firms who outsource the entire Human Resources Department through programs called Direct HR or Total HR Management. Epson, in an online article for allbusiness.com states, “Some HR outsourcing firms are generalists, offering a wide variety of services, while others are specialists, focusing on specific areas such as payroll or recruiting. Depending on the size of your business and how much control you want to maintain over HR functions, you can either outsource all your HR tasks or contract for services a la carte (www.allbusiness.com).” Internal HR Consultants advise management as to whether or not HR outsourcing is necessary and beneficial for the firm. External HR consultants from these outsourcing firms demonstrate the benefits of HR outsourcing and why they should choose the organization the consultant is promoting.
By employing the use of these agencies, it becomes a lot easier for the firms to get both contract and permanent candidates as stated by Storrie 2002. This on the part of the corporates is an advantage as it cuts down on resources that would have been used in advertising and recruiting the candidates. The agencies do all the attracting, evaluation of skills and finding out the salary degrees for each specific job posting. The other reason why using recruitment agencies, is important for a corporation is because the firm is given a chance to pick the best candidates from the talent pool according to Taylor 2005. By enlisting the services of a recruitment agency, a firm is given exposure into a world of talent and skills and thus they can choose who they feel will be resourceful to
Jack Asgar (2002) states, “Another difference between internal and external consultants is that external consultants often have a self-serving agenda. Their recommendations to their client organization will often coincidently coincide with other products and services they have available. Internal consultants should have no agenda” (Asgar, 2002).
It can be quite beneficial to hire from within for several reasons. First, it creates good morale among employees. Javitch (2005) states that other employees are pleased when “one of their own" has been promoted to a management-level position. He thinks that increased morale among employees has a positive effect on productivity .Second, when vacancies are filled by hiring from within, there is no recruitment cost. The use of recruitment sources such as newspaper job listings, direct mails, employment agencies, recruitment firms and job fairs are expensive. Green (2007) argues that the cost of recruiting candidates, interviewing candidates, and orienting new employees outweigh the cost of training current employees for a new position. As a result, some organizations would rather train their employees in other positions rather than invest large sums of money in the recruiting process. Third, hiring from within requires less training time. Organizations tend to save time when they hire from within. Current employees are familiar with existing practices. Green (2007) argues that internal employees would require less time to become effective in a new position because they are familiar with...
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
An internal consultant is, at first glance, just like an external consultant: a professional that is hired to solve an organisational problem and implement the solutions in order to improve the performance of an organisation. Both types of consultants can work within all possible management and organisational areas from strategic planning to mergers and acquisitions, finance, organisation efficiency, process improvement and technology. Similar to external consultants, their sometimes competing internal colleagues can also function as advisors, change agents, execution facilitators, coaches or trainers. The difference lies in the relationship with the client organisation; internal consultants are on the payroll or limit themselves
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
The purpose of this article was to inform readers about five human resource policies that can lead employees to seek employment elsewhere. They are: time-off policies, transfer policies, references, bereavement leave policies, and theft of time policies. The author believes that “Most organizations of more than a few hundred people are burdened by unfortunate and misguided policies that serve to slow operations and drive away talented employees.” (Ryan) The author attempts to correct these unfair policies by shedding some light on them.
...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.