Analysis and justification of the effectiveness of the source of

recruitment.

According to Cunningham, J. B. (2016), there are three types main type of

recruitment practices which are internal recruitment (promoting existing internal employee) and
external recruitment (hiring someone talented from outside of organisation) and outsourcing .
The source of recruitment used in Tune Insurance company was external source which was via
job advertisements that posted in the company’s website.

Based on Durai (2010), when an organisation reach out to the outer employee market,
which is outside of the organisation, to fulfill the labour requirement, it is called as external
source of recruitment. The job advertisements in media, employee’s referrals, factory gate,
private placement agencies and campus are some of the examples of external source of

recruitment (Singh and Gupta, 2018).

The external recruitment also important for this company as it needs more financial

advisers (agents) to do the sales of insurance policies. In sales line, it always need people with
various background, knowledge and experience where they can associate more with people to
increase the sale. Thus, the external source recruitment in this company has widen the choices to
hire an employee, more fresh talented employee is brought in and also a healthy competition
among employees is formed.

Firstly, the fresh talented employee is able to hired when choosing external
source of recruitment. This is because, when fresh talent is joined in an
organisation, the employee can bring up with new ideas and strategies which
would increase the productivity of the company. Schermerhorn (2011) has also
mentioned that the fresh perspective, talent and experience are brought by the
new outside candidate can benefit the organisation or industry. The new talent
also would work more actively and new positive result is able to produce as in
Tune Insurance. The more new agents joins, the more sales occur as well as new
customer approaching strategy is shared and learned.

Next, the choice of choosing employee has been widen through external
source of recruiting. When a job advertisement is published in company website,
many people can see the job ad from anywhere in the world. The interested and
qualified one will apply for the job. Since, there is wide number applicants, the
company is able to choose the most suitable one and eliminate the less suitable
candidates (Bose, 2012). In my company, the most suitable candidates are the
one usually chosen so that they can uplift the sales of company, for example,
position of marketing manager where have to travel most of the time to do
promotion of Tune Insurance in this case, a person with better experience,
communication skills and also having own transport is important than hiring an
inexperience in sales but fulfilled other requirements.

Lastly, a healthy competitive environment able to form in the organisation

by recruiting from external source. The employees of an organisation might have
reduced motivation since the same colleagues are present in organisation. Upon
bringing someone new, a total new energy is brought in together. The existing
employees would feel little competitive automatically since a new freshly
talented employee is recruited. Singhal (2018) also stated that, the competition
spirit would make the current employees to work even harder to provide better
performance in work. For example, in Tune insurance when new agent is signed
up under same manager group and started to do more sales, the existing agents
do work harder to chase the number of sales.

In conclusion, the external source of recruitment in my company is a good

choice where it can bring more fresh talented employee , widen the choices to hire an
employee and also a healthy competition among employees is formed. At times, the internal and
external source of recruitment works together in order to manage an organisation more better.
References

Arenas, F. J. (2019). A Casebook of Transformational and Transactional Leadership

By Fil J. Arenas. New York: Routledge.

Bose, D. C. (2012). Principles of management and administration(2nd ed.). Delhi:

PHI Learning Pvt.
Brisson, T. L. (2013). Confessions of a teacher recruiter: How to create an
extraordinary resume and hook your dream job. USA: SEAM Publishing.

Chandra, R. (2013). Complete MBA. India: Rittik Publication.

Chong, K. (2016). ABPS3203 Industrial and organisational psychology(2nd ed.).

Malaysia: Open University Malaysia.

Clement, M. C. (2015). 10 steps for hiring effective teachers. Thousand Oaks, CA:
Corwin.

Colman, A. M. (2015). A dictionary of psychology(4th ed.). Oxford: Oxford

University Press.

Corsini, R. (2016). The Dictionary of Psychology(2nd ed.). Oxon: Routledge.

Cunningham, J. B. (2016). Strategic human resource management in the public arena:

A managerial perspective. Macmillan International Higher Education.

Durai, P. (2010). Human Resource Management By Pravin Durai. India: Dorling

Kindersley Pvt.

Exantus, W. R. (2012). Pastoral Burnout and Leadership Styles: Factors

Contributing to Stress and Ministerial Turnover. Indiana: Author House.

Garver, L., & Edick, C. (2014). Win Interviews!: The New Must-Have Game Plan By
Louise Garver,Edick. USA: Happy About.
Humphrey, R. H. (2013). Effective Leadership: Theory, Cases, and Applications.
Thousand Oaks: SAGE Publications.

Ledlow, G. J. R., & Coppola, M. N. (2013). Leadership for health professionals.

Jones & Bartlett Learning.

Lee, I. (2012). Electronic Commerce Management for Business Activities and Global
Enterprises: Competitive Advantages: Competitive Advantages. USA: IGI Global.

Mukherjee, A. N., Bhattacharyya, S., & Bera, R. (2014). Role of information

technology in human resource management of SME: A study on the use of applicant
tracking system. IBMRD's Journal of Management & Research, 3(1), 1-22.

Nicolescu, O., & Lloyd-Reason, L. (Eds.). (2016). Challenges, performances and

tendencies in organisation management. Singapore: World Scientific.

Ones, D. S., Anderson, N., Viswesvaran, C., & Sinangil, H. K. (Eds.). (2015). The
SAGE Handbook of Industrial, Work & Organizational Psychology: V3: Managerial
Psychology and Organizational Approaches. Sage.

Reed, S. G. (2002). Small Libraries: A Handbook for Successful Management(2nd

ed.). North Carolina: McFarland.

Schermerhorn, J. R., Jr. (2011). Management(11th ed.). New York: John Wiley and
Sons.

Singh, S. K., & Gupta, S. (2018). Business Studies Latest Edition: With-disciplinary
Based Questions(11th ed.). Agra: SBPD Publications.

Singhal, P. (2018). Super 10 Sample Papers for CBSE Class 12 Business Studies with
Marking Scheme & MINDMAPS. Delhi: Disha Publications.
van Aswegen, S., Banhegyi, S., Botha, S., Crafford, A., Kleynhans, R., Markham,
L., ... & Schlechter, A. (2008). Fresh Perspectives: Industrial Psychology:
Stellenbosch Custom Publication. Pearson South Africa.

Zumitzavan, V., & Michie, J. (2015). Personal knowledge management, leadership

styles, and organisational performance: A case study of the healthcare industry in
Thailand. Springer.