CHAPTER 5: STAFFING

RECRUITMENT
Recruitment may either be external or internal.

External recruitment, outside sources are considered in the process of

locating potential individuals who might want to join the organization and
encouraging them to apply for actual or anticipated job vacancies.

Internal recruitment, filling job vacancies can be done through promotions

or transfer of employees who are already part of the organization. In other
words, recruitment is from within the organization.
Methods of External and Internal Recruitment

External recruitment methods include:

Advertisements - through websites, newspapers, trade journals, radio,
television, billboards, posters, e-mails, and others.
Unsolicited applications — received by employers from individuals who may or
may not be qualified for the job openings.
Internet recruiting - there are thousands of independent job boards on the
commonly used by job seekers and recruiters to gather and disseminate job
opening information.
Employee referrals — are recommendations from the organization's present
employees who usually refer friends and relatives who they think are qualified
for the job.
External recruitment ………

Executive search firms — also known as "head hunters;" they help employers find
the right person for a job. Such firms seek out candidates with qualifications that
match the requirements of the job openings that their client company hopes to
fill.
Educational institutions - good sources of young applicants or new graduates
who have formal training but with very little work experience; for technical and
managerial positions, schools may refer some of their alumni who may have the
necessary qualifications needed for the said job positions.
Professional associations - may offer placement services to their members who
seek employment; employers may make use of the listings that they publish in
their journals regarding members who are available for possible recruitment or
hiring.
Labor unions - possible sources of applicants for blue-collar and professional jobs.
External recruitment ………

Public and private employment agencies — may also be good sources of

applicants for different types of job vacancies; public employment agencies
usually offer free services while private ones charge fees from both the job
applicant and the employers soliciting referrals from them.

Internal recruitment
- is that which is done from within the organization.

- Most managers prefer to follow a policy of filling job openings through

promotions and transfer.

- In this way; they lessen the chances of losing the organization's top
performers.
- Recruitment may be done by: using company bulletin boards, company
intranet, company newsletters, and recommendations from department or
unit heads, among others.
External Recruitment Advantages

1. Advertising and recruiting through the Internet reach a large number of

possible applicants and, therefore, increase the possibility of being able to recruit
applicants suited for the job.
2. Applicants who submit applications and resumes through their own initiative are
believed to be better potential employees because they are serious about getting
the job.

3. Employee referrals from outside sources are believed to be high quality

applicants because employees are generally hesitant to recommend persons who
are not qualified for job openings.

4. Executive search firms usually refer highly qualified applicants from outside
sources because they make an effort to check applicants' qualifications before
recommending them to client firms who pay for their services.
External Recruitment Advantages

5. Educational institutions know the capabilities and qualifications of their

graduates, hence, increasing the chances of their ability to refer qualified
applicants to potential employers.
External Recruitment Disadvantages

1. The cost and time required by external recruitment are the typical
disadvantages of using this recruitment method. Advertising job openings and the
orientation and training of newly hired employees from outside sources, as well as
sorting out large volumes of solicited or unsolicited job applications present
challenges in budgeting time and money.
2. Another disadvantage of external recruitment is the possibility of practicing
bias or entertaining self-serving motives in the referral of friends and relatives by
current employees and in the recommendation of private employment agencies
of job applicants.
Internal Recruitment Advantages

1. Less expenses are required for internal recruitment advertising; news- letters, bulletin
boards, and other forms of internal communication may disseminate information to
current employees interested to apply for job openings within the company.

2. Training and orientation of newly promoted or transferred current employees are less
expensive and do not take too much time since they are already familiar with company
policies.

3. The process of recruitment and selection is faster because the candidate for transfer or
promotion is already part of the organization.
Internal Recruitment Disadvantages

1. The number of applicants to choose from is limited.

2. Favouritism may influence a manager to recommend a current employee

for promotion to a higher position.

3. It may result in jealousy among other employees who were not considered for
the position. Some may also accuse the management of bias for choosing an
employee who is perceived to be less qualified for the job opening.