Recruitment

- a set of activities design to attract qualified

applicants for job position vacancies in an organization.
- 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 promotion or transfer of employees who
are already part of the organization.
 Methods of external and internal
recruitment
External methods include:
 advertisement-through websites, newspapers , trade journals,
radio, television, billboards, etc.
Unsolicited applications- received by employers from
individuals who may or may not be qualified for the job
openings.
Internet recruiting- there ate thousands of independent job
boards on the web commonly used by jobseekers and
recruiters to gather and disseminate job opening information.

Example: phil-job net

Employee referrals
◦ - are recommendations from the organization’s present employees
who usually refer friends and relatives who they think ate qualified
for the job.

Executive search firms

◦ - also known as “head hunters;” they help employers find the right
person for the job.

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, school may refer some of their alumni
who may have the necessary qualifications needed for the said job
position.
Professional associations
◦ - may offer replacement services to their members who
seek employment ; employers may use of the listing 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.
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 job
applicant and the employers soliciting referrals from them.
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 about
getting the job.
4. Executive search firms usually refer highly qualified
applicants from outside sources because they make an
effort to check applicant’s qualifications before
recommending them to client firms who pay their
services.
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.
Disadvantages:

1. 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.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 advantage:
1. Less expense 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 par of the organization.
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 accused the management of bias for
choosing an employees who is perceived to be
less qualified for the job opening.