Essay On External Recruitment
INTERNAL AND EXTERNAL RECRUITMENT
The recruitment process determines that which candidate will be offered employment in the company. The aim of the recruitment process is to determine which employee is the right fit for an organization and will be able to be productive and create a better work environment. It is imperative that a proper recruitment process must be conducted to ensure that an appropriate individual is hired, and their skill set and abilities match the needs and requirements of the company. There are two types of recruitments – internal and external recruiting of employees. Both the recruitment methods are accompanied by strengths and limitations (Armstrong, p.55).
An internal recruitment process involves promoting or hiring existing employees into same or different departments by providing them with appropriate training. There are many strengths of internal recruitment. The first being that the cost of selecting and training a new employee is saved and when internal recruitment occurs, the employees are already well-aware of the company rules, regulations, norms and culture and they both intend to maintain a long-term relationship. This also means that the longer an employee is retained by an organization, there is an increase in the human capital of the company. Hence, under such circumstances, it becomes difficult to search for an external candidate and invest in the recruitment, selection and training process (Armstrong, p.55).
Another benefit of internal recruitment is that employees are already working within the organization and their skills and capabilities can be easily assessed without having to interfere much with their work and less noise than what would be required to recruit externally. The internal recruitment is suitable for all the employers that are not in a position to take many risks or are less supportive of new applicants within the company and prefer qualified applicants from within an organization. The organizations following a more bureaucratic approach and typical career ladders follow more of internal recruiting as compared to external recruitment of employees (Armstrong, p.56).
Two main disadvantages of internal recruitment are that once an employee is transferred from one department to another, he can bring with him a lot of different issues and problems. The second major disadvantage of internal recruitment is that fresh skill set, innovative ideas, and competencies are not added to the organization by hiring fresh employees from external sources (Armstrong, p.56).
An external recruitment of employees involved recruitment of candidates that have the qualifications and experience matching the job description and have not previously worked with the company before. One of the major advantages of external recruitment is that when new people are hired, they bring with them new and innovative ideas and concept along with experience of working with other organizations which can prove to be beneficial for the organization. Another advantage of external recruitment is that it provides an opportunity for the organization to be selective when hiring and permit to hire a candidate who fits well within the organization’s culture. The recruitment of employees through external recruitment involves reduction of training cost as the employees are already qualified and have work experienced and also help in gaining knowledge of the strategies and objectives of competitors (Bratton, p.61).
One major disadvantage is that an external recruitment process can turn to be time consuming and expensive as compared to internal recruitment and may take up a lot of energy and time of the human resource department in order to handle and select the best suitable candidates. Even after this hectic process, there is no assurance that a right candidate will be hired and that the employee will work with the company for the long-term (Bratton, p.61).
Armstrong M. Armstrong’s Handbook of Human Resource Management Practice 12th Ed. Kogan Page, (2012), pp.55-56.
Bratton J and Gold J, Human Resource Management Theory and Practice 5th
Ed Palgrave, (2012), pp. 61.