LESSON 2: RECRUITMENT

When hiring for a job, administrators must ensure the candidate has the necessary
knowledge and skills to help the company achieve its goals. Recruitment can be external or
internal, with external sources like unsolicited applications and referrals from agencies and
schools being used. Internal recruitment involves promotions or employee transfers within the
organization, ensuring the right candidate is chosen for the job.
Methods of External and Internal Recruitment
External recruitment methods include:
Advertisements - through websites, newspapers, trade journals, radio, television, billboards,
posters, and e-mails among others.
Unsolicited applications - received by employers from individuals who may or may not be
qualified for the job openings.
Internet recruiting - independent job boards on the Web 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.
Executive search firms - Headhunters assist employers in finding suitable candidates with
qualifications that align with their company's job opening requirements.
Educational institutions - Schools can refer alumni with formal training but limited work
experience for technical and managerial positions, providing potential candidates with necessary
qualifications.
Professional associations- Employers can utilize their journals' listings to offer placement
services to their members seeking employment.
Labor unions - possible sources of applicants for blue-collar and professional jobs.
Public and private employment agencies - Private job sites offer free services to job applicants
and employers, while private one’s charge fees for both parties.
External Recruitment Advantages
1. The internet's advertising and recruitment reach vast numbers of potential candidates,
enhancing the chances of finding suitable candidates for a 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.
External Recruitment Disadvantages
1. External recruitment has disadvantages such as high costs and time, as well as
challenges in budgeting due to advertising, orientation, training, and handling large
volumes of applications.
2. External recruitment can lead to bias or self-serving motives in referrals of
friends and relatives by current employees and private employment agencies of job
applicants.
Internal Recruitment Advantages
1. Internal recruitment advertising, such as newsletters and bulletin boards, can be
done more efficiently, reducing expenses for current employees interested in
applying for company job openings.
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. Favoritism 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.