Notes

Advantages Of
Internal
1R. ecruitment
2.
3.
4.
Interested individuals with inside knowledge
of how a business operates will need a shorter
periods of training and time for “fitting in”
due to familiarity in the goals, structure,
culture, rules and norms of the organization.
The managers of the organisation already
know the candidates in terms of their skills
and abilities, as well as their actual behavior
on the job.
Internal promotion acts as an incentive to all
staff to work harder within the organisation.
From the firm’s perspective, the strengths
and weaknesses of an insider will have been
evaluated. There us always a risk affixed on
hiring an outsider who may only be a success
on “paper”.
1.
2.
3.
4.
There is a limited pool of candidates
internally.
The person who has been promoted will
have to be replaced.
An insider may be less likely to formulate
the necessary criticisms essential to get
the company working more effectively.
Promotion of one person in a company may
upset someone else.
Advantages of External
Recruitment
1.
2.
3.
4.
Having access to a potentially huge
pool of applicants.
Able to attract people who have
skills, knowledge and abilities that
an organization needs to attain its
goals.
Being able to bring in novices who
have new approach to solving
problems.
Being able to bring in novices who
have up-to-date on the latest
technology.
Disadvantages of
External Recruitment
1.
2.
3.
Relatively high cost of external
recruitment.
Externally recruited people need
to receive more training for more
knowledge about the inner
workings of the organization.
There is uncertainty whether
they will be good performers if
employees recruit externally.
SELECTION
A method by which the human resources (HR) section of an
organization searches for and recruits employees to fill
identified open positions within the company. The role of this is
related to its use as a tool for locating and selecting applicants
to fill open vacancies in the organization.
Recruitment And Selection
Process
1.
2.
3.
4.
Define the job being looked for- Clarify what job
the company is looking for and what skills and
abilities a person needs to require for that job.
Attract candidates- This can be done via online
advertising on job and career sites or/and other
networks.
Managing applications- In this stage, tracking
applicants and application and reviewing resumes
are done.
Conducting interviews- In this stage, the human
resource hiring personnel reviews the
applications and resumes the employment
specialist forwarded to him.
Awarding the job- In this stage, they will inform the
candidate for pre-employment matters.
7. Reference check and background investigation- An
investigation to a second party regarding a candidate’s
appropriateness for employment.
8. Physical Examination and Drug Testing- This provides
indication as to the candidate’s physical ability to
handle the job requirements.
9. Employee Orientation- To inform the new employee
with the company and the imparts information about
the corporate culture.