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Advantages and disadvantages of external recruitment
Aspects of human resource management
Aspects of human resource management
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It is always a debate on whether to give preferences to internal candidates before looking externally to fill positions. Today, many organizations tend to promote employees by internal recruiting and “external recruitment is used to fill the entry –level positions vacated by those being promoted” (Fallon & McConnell, 2007, p.138). In the Civil Services System, Fallon and McConnell (2007) state that vacancies and positions are posted internally before there are attempts to file them outside. However, there are pros and cons of hiring within.
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...
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...ing vacancies. At the same time, organizations such as a 200 bed hospital should prevent their company from becoming homogenous and stagnate. External candidates should not just be recruited to file entry level positions; they should be recruited to file high level positions when experience and qualifications are needed and it is absence within the organization.
Works Cited
Fallon, L.F, & McConnell, C.R. (2007). Human resource management in health care. Sudbury, MA: Jones and Bartlett Publishers.
Green, A. (2007) .Promoting from within .Retrieved from http://www.boston.com/jobs/on_staffing/111907.shtml
Javitch, D. (2005).Selecting the Best Manager. Retrieved from http://www.entrepreneur.com/article/78576
Tracey, W. R. (1994). Human resources management & development handbook. Amacom books. Retrieved from EBSCOhost.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Mathis, R., & Jackson, J. (2007). Human resource management . (13th ed.). Mason, OH: South-Western Cengage Learning. DOI: www.cengagebrain.com
Noe, Raymond A, et al. Human Resources Management: Gaining A Competitive Advantage. New York: McGraw-Hill, 2010.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
retention that will cut down on training and the hiring process. It is better to hire from inside usually
Torrington, D. Hall, L. & Taylor, S. (2005) Human Resource Management. Harlow: Financial Times Prentice Hall
...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.
Internal recruitment is done when there is no time to train the new employees or if there is no one to train the employees
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
Promotion amongst a present employee can be a good source of recruitment. Promotion implies upgrading of an employee to a higher position. Promotion can lower cost to the company than looking outside the company by lowering the cost of advertisement. With internal promotion, the company can post job via intranet, which is an advantage. The disadvantage of promotion is lower employee morale. Some employees may feel one might get an open position due to favoritism.
Customarily, it is used to cover the provisional shortage of the present serving of a post, to fill the vacant positions eventually arisen within an organization and the new positions created within it. Internal mobility can undoubtedly be considered as part of an organization recruitment strategy.
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
Lewis, Clive (2007) Human resource management international digest. Bradford: 2007. Vol 15, Iss.4: pg. 3.