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RECRUITMENT AND SELECTION | INTERNAL AND EXTERNAL SOURCES OF RECRUITMENT

 

Internal and External Sources of Recruitment

Identification of the recruitment sources is a vital step in the process of recruitment (Muscalu, 2015). Sourcing could be described as one or more strategies used for the talent acquisition to fill out organizational vacancies (Sinha and Thaly, 2013). There are several types of methods of sources of recruitment which can be narrowed down to two main sources of recruitment (Hamza et al., 2021)

01.  Internal Recruitment

This is when the organization recruit their own employees within the organization to fill out a position (Fariha, 2020).

As per the study, Fariha (2020) specifies 4 sources of internal recruitment and Otoo, Assuming and Agyei (2018) specifies 5 sources of internal recruitment. After a thorough review of literature, the following 6 sources could be identified as the internal sources.

 

i. Promotion – Considered as a job posting which shows a rise of an employee in the hierarchy of the organization with a salary increment.

ii. Transfer – Moving employees from one position to another without changing the responsibilities in relation to the job position.

iii. Internal Advertising – Announcement of a vacancy within the organization where the employees are encouraged to apply.

iv. Recommendation by the employee – Referral of friends or family by the existing workers in the organization for job vacancies

v. Retired Employees/Recall – Seeking the former retired employees to fill out a job vacancy

vi. Re – hiring employees – Second time hiring of employees who left the organization willingly.

02.   External Recruitment

This is the process of attracting candidates for a particular job vacancy from outside the organization (Karim et al., 2021). Many companies go for external recruitment mostly because they were unable to fill out the positions within the organization (Muscalu, 2015).

As per the study, Gill (2021) specifies 2 sources of external recruitment and Fariha (2020) specifies 4 sources where as Otoo, Assuming and Agyei (2018) specifies 5 sources of external recruitment. After a thorough review of literature, the following 5 sources could be identified as the external sources.

 

i. Advertising – Posting advertisements regarding a job opening along with the job description, job specification and sometimes the remuneration and other benefits.

ii. E – recruitment – A new trend in recruitment used by many businesses to recruit employees online where the applicants can log into the system and apply (Karim et al., 2021)

iii. Employment Agencies – Seeking the assistance from head hunters or brokers to find the best possible candidate for the position

iv. Graduate/Campus Recruitment – hiring suitable candidates from educational institutions such as universities.

v. Job fairs/Walk - ins, Write - ins and Talk – ins – The potential candidates can apply directly without any prior appointment.

When considering the reputed international school I work for, they mainly focus more on internal sources of recruitment. Apart from internal advertising, all the other sources mentioned under internal sources of recruitment is used by my school to hire teachers. The management prefers to rehire retired or former employees as they believe those teachers are aware about the content of the subjects and the culture of the school. Apart from that, the school also prefers to recruit teachers upon the recommendations given by other existing teachers with the utmost faith that the existing teachers would recommend who are beneficial for the school.

The school only uses advertising on websites as a source of external recruitment.

 

List of References

Chalikias, M., Kyriakopoulos, G., Skordoulis, M. and Koniordos, M., 2014, September. Knowledge management for business processes: employees’ recruitment and human resources’ selection: a combined literature review and a case study. In Joint Conference on Knowledge-Based Software Engineering (pp. 505-520). Springer, Cham.

Fariha, R., 2020. Recruitment and selection procedure of NRB Bank Limited.

Gill, N.S., 2021. Recruitment and Selection Procedures in Human Resource Management. International Journal of Computer Science and Mobile Computing, 10(2), pp.45-49.

Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G., 2021. Recruitment and selection: The relationship between recruitment and selection with organizational performance. International Journal of Engineering, Business and Management, 5(3), pp.1-13.

Jeevan, P.K. and Nijaguna, G., 2018. A Study on Sources of Recruitment at IBM India Pvt. Ltd.

Karim, M.M., Bhuiyan, M.Y.A., Nath, S.K.D. and Latif, W.B., 2021. Conceptual Framework of Recruitment and Selection Process. International Journal of Business and Social Research, 11(02), pp.18-25.

Muscalu, E., 2015. Sources of human resources recruitment organization. Land Forces Academy Review, 20(3), p.351.

Otoo, I.C., Assuming, J. and Agyei, P.M., 2018. Effectiveness of recruitment and selection practices in public sector higher education institutions: Evidence from Ghana. European scientific journal, 14(13), pp.199-214.

Sinha, V. and Thaly, P., 2013. A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. Management: journal of contemporary management issues, 18(2), pp.141-156.

Comments

  1. Aruna AththanayakeSeptember 6, 2022 at 1:15 AM

    According to MacLeamy (2020) Internal recruitment entails looking for prospective applicants among present employees. When compared to an external recruitment, hiring internally can save time.
    Advantages
    The most significant benefit of this strategy is that the promoted employee is already acquainted with the corporate culture.
    A candidate who has been elevated from within:
    • Understands the organization and will be functioning from the startup.
    • can better assess the scope of his new assignment in relation to Organization’s competitive environment
    • Internal communication regarding open opportunities is critical to a successful recruitment strategy.
    • Promoting the staff demonstrates that the organization value theamployees and want to help them advance.
    • Internal recruiting also reduces the cost of talent acquisition by avoiding the fees charged by headhunters. It lowers the likelihood of making a poor casting choice.

    Disadvantages
    • In certain circumstances, specific training is necessary before the employee may begin working in their new role. This implies the employer have to invest time and money to improve their credentials.
    • The employer should be certain that this investment is justified.
    • If the new work is located elsewhere, geographic mobility may be a difficulty. The employee may be unwilling to relocate.
    • Who should pay for the relocation? Are the employees prepared to explore a new environment? Present careful compelling case.
    • The promotion must be equitable. If there appears to be a prejudice in favor or against any of the employees, conflicts may arise. Valuable employees who feel left out may opt to leave.

    ReplyDelete
  2. Aruna AththanayakeSeptember 6, 2022 at 1:16 AM

    According to MacLeamy (2020) Internal recruitment entails looking for prospective applicants among present employees. When compared to an external recruitment, hiring internally can save time.
    Advantages
    The most significant benefit of this strategy is that the promoted employee is already acquainted with the corporate culture.
    A candidate who has been elevated from within:
    • Understands the organization and will be functioning from the startup.
    • can better assess the scope of his new assignment in relation to Organization’s competitive environment
    • Internal communication regarding open opportunities is critical to a successful recruitment strategy.
    • Promoting the staff demonstrates that the organization value theamployees and want to help them advance.
    • Internal recruiting also reduces the cost of talent acquisition by avoiding the fees charged by headhunters. It lowers the likelihood of making a poor casting choice.

    Disadvantages
    • In certain circumstances, specific training is necessary before the employee may begin working in their new role. This implies the employer have to invest time and money to improve their credentials.
    • The employer should be certain that this investment is justified.
    • If the new work is located elsewhere, geographic mobility may be a difficulty. The employee may be unwilling to relocate.
    • Who should pay for the relocation? Are the employees prepared to explore a new environment? Present careful compelling case.
    • The promotion must be equitable. If there appears to be a prejudice in favor or against any of the employees, conflicts may arise. Valuable employees who feel left out may opt to leave.

    ReplyDelete

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