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RECRUITMENT AND SELECTION | PROS AND CONS OF EXTERNAL RECRUITMENT

 

Pros and Cons of External Recruitment

External sources can be referred to as attraction of employees outside the organization to fill out the vacant positions in the organization (Zwingina and Anyiam, 2020). Sometimes organizations will not have a pool of candidates within the organization to recruit the most appropriate for the position (Rajapaksha, 2015). In that case it is quite vital to have the external sources to recruit the prospect candidates to ensure the smooth function of the business activities. This mainly depends on the recruitment strategy followed by the organization at that moment (Hussain, 2021).

After a review of the studies conducted by Okello (2015), Muscalu (2015), Klementová, Hvolková and Klement (2016), Kemal (2020) and Slapnicar (2022), the following pros and cons related to external recruitment can be identified.

Pros/Benefits of External Recruitment

·         Unlimited labour supply

The main advantage of external recruitment is that there is no limit for the supply of candidates. Due to the technological advancements, currently organizations can recruit any candidate from any part of the world.

·         New talents, skills and knowledge

Organizations will be able to bring in talents, skills and knowledge into the business which will lead to innovations.

·         Improves the recruitment process

External recruitment assist in improving the recruitment process as it provides the possibility for the comparison of internal and external candidates from the resource pool.

·         A business competitive strategy

External recruitment may provide an opportunity for a new outlook within the industry that a company may need to remain competitive.

·         Less discrimination and internal politics

Since outsiders will be recruited to the organization, the possibility for favoritism and nepotism is very low as it encourages a new way of thinking within the business.

·         Can bring professionals to the business

Organizations can bring professionals with high qualifications to the business who are more objective and may cause the rapid development of the organization.

 

Cons/ Disadvantages of External Recruitment

·         Inability to adopt

An employee should be familiarized to the new environment and if an employee is recruited for a high managerial position, the employees may tend to resist whatever the change he/she tries to implement because these changes may work against the culture of the organization.

·         High cost involved

Costs related to the external recruitment methods could be really high. For example, advertising, job postings, screening of CVs and even certain tests conducted by the organization can be costly.

·         Demotivate the existing employees

If an employee is externally recruited for a position instead of an internal employee who was eagerly waiting for the position might lead to demotivation and decrease in morale. This may lead to high labour turnover as employees may see that there is no room for career development within the organization.

·         Less knowledge about the candidates

When recruiting externally, organizations might not have the knowledge about the candidate which is a risk for the company. They might or might not perform as the way they declared at the interview.

·         Adjusting to the organizational culture may take more time

Externally recruited employees may take a considerable amount of time to adjust to the culture of the organization. There is a possibility that they may never be able to do so.

 


The main method of external recruitment used by the reputed International School is job posting via a website as they give more preference to internal recruitments. Some teachers who were recruited externally have become assets to the school within few years compared to the teachers who have been working for more than 20 years.

But, there is a tendency for the new teachers to give in their resignation due to the resistance to change by other teachers and the management. Also, some teachers were laid off due to the negative comments received by their past working places. This is a very serious issue in the school which is caused mainly because of the weak recruitment and selection process.

It is recommended to do a full background check of a teacher before recruiting as the quality of the education provided by the school solely depends on the quality of the qualified teachers recruited.

 

 

 

List of References

 

Hussain, M., 2021. Internal Versus External Recruitment: Operational and Financial Reasons Impacting The Decision. Propel Journal of Applied Management, 1(1).

Kemal, Z., 2020. The Effect of Recruitment and Selection Practice on Organizational Performance; The Case of Commercial Bank of Ethiopia (Doctoral Dissertation, St. Mary’s University).

Klementová, V.L.A.D.I.M.Í.R.A., Hvolková, L.E.N.K.K.A. and Klement, L.A.D.I.S.L.A.V., 2016. Recruitment and employment of human resources in the Slovak enterprises. Economic and legal issues and challenges of the labour market and individual well-being, pp.1-13.

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

Okello, A., 2015. Recruitment Policies and Employee Productivity in Public Organizations: A Case of National Environmental Management Authority (Nema) Jinja Road Kampala.

Rajapaksha, U.G., 2015, December. A Study on the Impact of Recruitment Methods on Employee Turnover (Reference to Banking Sector in Sri Lanka). In 12th International Conference on Business Management (ICBM).

Slapnicar, A., 2022. Effects of internal and external recruitment on firm performance-an empirical analysis (Doctoral dissertation).

Zwingina, T.C. And Anyiam, U., 2020. Effect of Recruitment on Productivity in Nigeria National Lottery Regulatory Commission, Abuja.

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