1. Sources of Recruitment
The recruitment and selection interaction should have a source or pool. While considering the sources of recruitment, there were two main streams are available (internal sources and external sources). Which source would be appropriate is subject to the management decision. The goal of the blog post would be to elaborately portray the similarities, differences and comparisons among the requirement sources of the software industry.
For all types of recruitments. the important question pertaining to the policy matter is to decide the extent to which the emphasis to be given to inside and outside sources and whether there should be centralised recruitment if an organisation is large having business centres widely spread. Generally, it is found that insurance companies, banks, multi-national corporations resort to centralised recruitment. Considering the suitability of the method - centralised or decentralised - and the merits. limitations, disadvantages etc. of the method. the organisation decide and develop suitable sources of recruitment. (Geet, Deshpande and Deshpande, 2009)
There are many sources of recruiting potential employees but all of them can be grouped into two categories, namely.
Figure
1
sources of recruitment
Internal Sources of Recruitment
The internal sources of recruitment refer to sources from within an organisation are the most obvious sources. Whenever vacancies occur, suitable employees already employed in an organisation are promoted. upgraded, transferred or sometimes demoted. Sometimes, retired managers and other employees are also invited to fill the vacancies; especially for a short duration (leave vacancies). Promotions and transfers are considered good sources of recruitment. Thus, from among the present permanent or temporary employees retrenched or retired employees, recruitment can be done. Even from amongst the dependents of deceased, disabled, retired and present employees, employees can be selected. (Geet, Deshpande and Deshpande, 2009)
Some of the main types of internal recruiting;
- Promotions
- Retirements
- Former employees
- Transfer
- Internal advertisement
Benefits of Internal Sources of Recruitment
- The existing employees get motivated.
- Cost is saved as there is no need to give advertisements about the vacancy.
- It builds loyalty among employees towards the organization.
- The training cost is saved as the employees already know about the nature of the job to be performed.
- It is a reliable and easy process.
Limitations of Internal Sources of Recruitment
- Young people with the knowledge of modem technology and innovative ideas do not get the chance.
- The performance of the existing employees may not be as efficient as before.
- It brings the morale down of employees who do not get promotions or are selected.
- It may lead to encouragement to favouritism.
- It may not be always in the good interest of the organization.
External Sources of Recruitment
The external sources of recruitment refer to all such sources which are outside the pursuits of an organisation. Important external sources are given below.
- Press advertisement
- Campus interviews
- Placement agencies
- Employment exchange
- Walk-in interviews
- E-recruitment
- Competitors
- New talents get the opportunity.
- The best selection is possible as a large number of candidates apply for the job.
- In case of the unavailability of suitable candidates within the organization, it is better to select them from outside sources.
- Skilled and ambitious employees may switch the job more frequently.
- It gives a sense of insecurity among the existing candidates.
- It increases the cost as advertisement is to be given through press and training facilities to be provided for new candidates.
Comparison Between the Internal and External Sources of Recruitment
- Internal Recruitment refers to a source of recruiting manpower which is already existing within the organisation. External Recruitment is a little different as it involves the hunting of prospective employees from outside the organisation.
- Internal recruitment does not require induction training, whereas, in external recruitment, induction training is a must.
- Internal Recruitment is faster than external recruitment because external recruitment involves stages like advertising and inviting applications, screening of applications, shortlisting, conducting an examination and interview, selection, placement, training, testing, induction, etc., which are not present in internal recruitment.
- The basis for internal recruitment is merit-cum-seniority, but the basis of external recruitment is merit-cum-qualification.
- Internal Recruitment is a cost-effective process. However, External Recruitment requires a large amount of investment.
- In internal recruitment, the choice is very limited, i.e. the scope of fresh talent is restricted. On the contrary, when the company opts for external recruitment, it can hope for talented candidates from outside the organisation, which means new blood and ideas are infused in the organisation.
Summery
Effective recruitment efforts are consistent with the strategy. the vision, and the values of the organization. Strategic discussions focus on the general needs of the organization. Once those needs are understood, the focus turns to define the needs of specific units or departments and the requirements for specific positions. (Sims, 2002)
Human resources are stated to be an integral part of any organization. The jobs, functions, tasks and operations can be adequately performed by proficient and skilled personnel. Therefore, within the organizational structure, it is vital to implement effective recruitment strategies and selection processes. When the members of the organization are aware of proper recruitment and selection processes, then they are able to make a selection of human resources in an appropriate manner. There are numerous job duties and functions within the organization and performance of all kinds of tasks and operations require skills and abilities, which can be honed by making provision of adequate training to the personnel.
Reference
Geet, S., Deshpande, A. and Deshpande, A., 2009. Human Resource Management. 1st ed. Maharashtra, Mumbai.: Nirali Prakashan.
Gummadi, R., 2015. Recruitment and Selection Practices of IT
Companies in Andhra Pradesh. 1st ed. Hyderabad: Zenon Publishing
House.
Askanydifference.com. 2021. Difference Between Internal and External Recruitment (With Table). [online] Available at: <https://askanydifference.com/difference-between-internal-and-external-recruitment/> [Accessed 14 August 2021].
Sims, R., 2002. Organizational Success through Effective Human Resources Management. 1st ed. West Port, USA: Quorum Books.
Kapur,, R., 2018. Recruitment and Selection.
Frater, G., 2003. GCSE business and communication systems. 1st ed. Cheltenham: Nelson Thornes Ltd., pp.66-74.
Lugonja, D., 2013. Recruitment of External Candidates as a Function of Human Resources Management in the Company.
Aswathappa, K., 2005. Human resource and personnel management. 4th ed. New Delhi: Tata McGraw-Hill.
Agreed with your view. Recruitment and selection of talents is an important part of talent management (Alic, 2016). Talent recruitment and selection is important as it helps to improve organizational productivity and at the same time it creates competitive environment among the employees and decreases the training cost. Selection sources may be vary based on the importance of the position as well as organizational culture.
ReplyDeleteAgreed Roshini,
DeleteIncreasing organizational success in competition and maintaining it is based on the basic requirement of recruiting talented staff (Anand, 2016)
I agreed with your argument. Further, employee turnover affects the employer, time and money invested in hiring candidates, mitigating productivity and employee unity, and finally, other companies benefit from the turnover (Rakhra, 2018).
ReplyDeleteHi Amila,
DeleteI believe companies should first consider the internal and external factors that influence the functionality of the recruitment and selection process before deciding on the method of recruitment. These include the size of the organization, company recruitment policy, labor market and nature of the job to name a few (Kapur, 2018).
Agreed. Further has Zottoli (2000) has stated that recruitment sources can be also regarded as Formal and Informal. Examples for formal sources can be employment agencies, television and newspaper advertisement while informal sources can be referrals, internet based hiring, self-initiated walk-ins and rehires.
ReplyDeleteHowever the final outcome should be acquiring the right person in a cost effective manner.
Yes Jayashi,
DeleteAnother advantage of internal recruitment is reduction the employee turnover. However, new innovative ideas, methods and strategies will not come in to the organization with this process (Trivikram, 2017).
Yes, as you mentioned, there are internal factors and external factors that organization have to be considered while preparing recruitment and selection process to the organization (Islam et al, 2010). Majority of researches comes up with post-hire outcomes of recruitment sources(Zottoli & Wanous, 2000) but few are addressed pre-hire outcomes like employee knowledge gain consideration(Hoye, 2012). Also organizations more focusing on higher qualified applicants through informal sources as well(Ashforth, 2000).
ReplyDeleteTrue Thushari,
DeleteRecruitment and Selection practices highly affect organization outcome further, it helps to increase effectiveness of organization and individuals. Organization should use innovative methods for Recruitment and Selection if they want to go for long journey (Kumari,2012).
Both success and survival of an organization depends on the quality of human resources available to it and/or use. Therefore the organization should focus on identifying and attracting the most competitive candidates, which is achieved through a recruitment process efficiently.
ReplyDeleteThe recruitment of human resources in an organization can be a costly and difficult when the labor market is low and there are no offers for requests of the organization who wants to recruit. (Baieúu Marina,2015)
Agreed Chandana
DeleteCorporate reputation defined as overall estimation in which a company is held by its constituents. A corporate reputation represents the net affective or emotional reaction – good bad, weak or strong- of general public to the company’s name (Fombrun,1996)
Agreed. When considering the internal recruitment process Emanoil M. (2015) says. Its allowed to managers to observe employees for certain time to evaluate employees performance at office.
ReplyDeleteThanks Sumeera,
DeleteThe applicant is considering the Image of organization. Negative opinions about the organization can be negative affects recruitment (Lievens and Chapman, 2019).
While I agree with you, I'd want to add that another benefit of internal recruitment is lower employee turnover. Internal recruitment, on the other hand, will not bring in fresh innovative ideas, methods, or tactics to the firm (Trivikram,2017).
ReplyDeleteAgreed Sampath,
DeleteDifferent internal external factors which should be considered at length in order to define a successful recruitment strategy (Kapur, 2018).
Agreed with your view. Recruitment sources can be either internal or external and it will mainly depend on the HR practices and policies of the organization since both sources have merits and demerits. However, neither source is better than the others. When adding few points, internal sources of recruitment is a better strategy when the vacant position requires insiders who know the organization, its strengths and weaknesses, culture and people very well. On the other hand, recruiting outsiders is a better strategy when the organization is looking for fresh blood (Jacobson, 2020).
ReplyDeleteCorrect Iresha,
DeleteAn increasing number of practitioners from the HR area recognize that their hard and often repetitive work can be supported or even completely replaced by tools from the area of modern technologies. A lot of companies use online knowledge management systems to hire employees, exploiting the advantages of the World Wide Web. These are termed as e-recruitment systems and automate the process of publishing positions and receiving CVs (Faliagka, 2012).
While agreeing with most of the comments, Smith (1999) had worked upon e-recruitment where he
ReplyDeletehad tried to conceptualize that internet helps employer's better target prospective employees. The author mentioned that the career web, which small companies may consider expensive, could still be less costly than multiple newspaper ads (Smith, 1999)
Yes Khalid,
DeleteE-Recruitment is faster and cheaper than many traditional methods of recruiting. Jobs can be posted on Internet sites for a modest amount remain there for periods of thirty or sixty days or more - at no additional cost and are available twenty-four hours a day. Candidates can view detailed information about the job and the organization and then respond electronically (Margaret, 2019).
Agreed with your comments.Outside of the organisation, other recruiting sources must also be sought. External sources are unconcerned about. However, it takes a lot of time and money. Factory gate employment, advertising, job exchanges, employment agencies, educational institutions, labour contractors, and recommendations are all examples of external recruitment sources. (Anand and colleagues, 2018).
ReplyDeleteYes Menupa,
DeleteIn the pool of candidates identifying the well matched candidates will be a challenge. the best candidate would be selected rather than the most suitable person. The learning and development capacity of the candidate should also be evaluated by the organization to identify the best fit candidates (Djabatey, 2012).
I agree with your points, in the context of internal source of recruitment, according to (Grobler, 2006) probably the most important benefits to recruiting from internal environment is the increased morale for employees who trust that the organization will reward successful performance and that they will be promoted to higher opportunities.
ReplyDeleteAnother advantage of internal recruitment is reduction the employee turnover. However, new innovative ideas, methods and strategies will not come in to the organization with this process (Trivikram, 2017).
DeleteCosidering different sources of recruitment, employers seek for the most suitable strategies and methods which may support the organizational goals and objectives (Kapur, 2018)
ReplyDeleteThanks Udaya,
DeleteRecruiters must be very careful when choosing any particular source of recruitment. The choice of specific recruitment sources depends on the figure of people to be recruited, the cost involved in each source, the accessibility of the applicant, the education level of the employee to be recruited, and the company’s policy (Elearn, 2019).
Agreed with your view, in addition to this recruitment has become more vital of organizations in current context because attracting and selecting a proper candidate from outside is difficult and time consuming hence most of the organizations are practicing online recruitment which reduce time and cost further online and social media recruitment gives the real view of candidate thus organization could decide whether this person is suitable for organizations requirement and culture (Muduli and Trivedi, 2020).
ReplyDeleteOutsourcing and consulting can also be considered as external recruitment since huge organizations outsource the overall HR department where the consultancies performing the HR job role by recruiting the candidates on behalf of the organization. As processes of recruitment organization should identify the suitable candidates for a job and pick the right candidate from a pool should fall under selection (Kumar and Gupta,2014).
DeleteOrganizations get wrong decisions during recruitment process when Favourism takes place. This will prevent prospective candidates given a fare chance and their valuable contribution to the organization is missed(Zinyemba ,2014).
ReplyDeleteAccording to the top 100 Best Performance CEO’s, the top 10 CEO’s most effective recruitment method has been internal promotions compared to external recruitment's when both methods are used (Harvard Business Review, 2014).
DeleteYes Nimna,
ReplyDeleteDecisions made in the recruitment and selection process or stage will impact on the company in the future. Bad decisions made in the selection process can create serious costs for an organization vice versa. Therefore the types of recruitment may effect the organization. (Sangeetha, 2010)