Pros And Cons Of Recruitment

Companies used various methods for recruitment, such as online job search engines, job data bases, in house advertising, billboards, employee referrals, and word of mouth. These methods have both caused company growth and company regression. Some methods hinder certain groups from completing an application and others promote an equal playing field for potential recruits. Company’s typically use various metrics to consider employment for available positions. An initial method used by companies is cost-per-hire which contributes to the money spent on recruiting, training, developing, travel costs, and company equipment cost. Staffing efficiency ratio is also a major metric which is the firms recruiting cost divided by the total starting compensation of new

Internal promotion leads to less money for recruitment externally because training, development, and orientation are less likely to be extensive. South Crest Bank value their employee’s KSA’s (Knowledge, Skills, Aptitude Abilities, and Personality). The benefits of recruiting internally are effective because employees know the company culture and operational methods. Another benefit is that growth opportunities motivate employees. Lastly, existing employees already have a database in which their skill set performance is accessible.

Cons of hiring internally however are that it creates new vacancy and these positions will eventually have to be filled. Another con is that employees who are not selected for a new position can be problematic or quit causing the company to lose money. In regards to skills needed to accomplish the tasks of the position new employees might not have the skills.

Recommendations for this company are to recruit from external applicants to increase new ideas, work ethic of employees due to pressures of competition from new recruits and to utilize an offline applicant platform such as in house