Recruitment is the basis of the whole personnel structure, and if the recruitment procedure is not conceived correctly, there are minimal chances of establishing a first-rate employee. The aim of recruitment is that workers will be engaged in duties where they possess fair chances of prospering while feeling adjusted to their work environment (Kandar, 2021). Internal recruitment sources imply shifting workers of the firm from one department to another or from one job to another. External recruitment is associated with developing a pool of competent candidates through external sources of employment.
Internal Recruitment Method
In addition to promotions, transfers, and rehiring former employees and contract employees, employee referral is an internal recruitment method. This means that the existing employee/s refer their friends, family members, or relatives to the firm as potential candidates for the firm's open position (Chand, 2021). Notably, this method serves as a highly effective method since employees refer to the most potential candidates, they know they meet the firm's requirements from their experiences. However, the referred candidates must be similar in race, sex, for instance, with the employees already in the firm.
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External Recruitment Methods
Advertisement
Advertisement is a highly applied method for developing a lot of applicants as its reach is very high. Notably, this recruitment process is suitable for position offers like clerical, technical, and managerial (Chand, 2021). Moreover, the higher the firm's work, the more competent skills, the shorter the supply of that skill in the labor market, and the more widely dispersed the advertisement.
Professional Associations
Often, the hiring of some professional and technical offers is carried out through professional associations referred to as headhunters.' For example, the Institute of Engineers, Indian Medi-cal Association, etc., offer placement services (Chand, 2021). The professional associations come up with a list of job searchers or publish journals or magazines with the advertisement.
Deputation
In this case, an organization sends a worker to another firm for a short period. Notably, this recruitment process is used in government departments and public sector institutions (Chand, 2021). Deputation is applicable as it offers ready skills, and an organization does not incur training costs.
Other methods of external recruitment include; word-of-mouth, campus recruitment raiding or poaching, and employment agencies.
External and Internal Factors Affecting Recruitment Process
Recruitment is usually managed by a mixture of external and internal factors. Therefore, proactive HR should comprehend these factors that impact the recruitment procedure and take needed measures for the firm's better. Moreover, when market situations change, the firm also requires evaluating the variations and assessing how they influence the recruitment process's effectiveness (Tutorialspoint, 2021). The external factors are the factors that the firm cannot regulate, but a firm possesses management over internal factors that influence its recruitment process.
External Factors
Demographic Factors
Demographic factors are associated characteristics of competent employees which have profound impacts on the recruitment process. These factors include age, race, gender, ethnicity, occupation, composition, religion, etc.
Labor Market
The labor market regulates the demand and supply forces which are of importance. For example, if demand for specific expertise is high relative to its supply, a firm will need to evolve more recruitment processes. On the contrary, if the supply is high than demand, the recruitment procedure will be more effortless.
Unemployment Rate
For instance, if the unemployment rate is high in a particular sector, the recruitment of skills will be relatively more straightforward since applicants' volume is increased. However, if the unemployment rate is low, the recruitment process will be slow and complex due to less skill volume.
Labor Laws
Labor laws include the social and political environment of a market and are formulated by the government. For instance, an alteration in government directly impacts the recruitment policy as a result of the change in government rules and regulations.
Legal Considerations
Legal considerations are passed by the government, including job reservations for ranging castes such as STs, SCs, and OBCs (Tutorialspoint, 2021). All these factors possess a positive effect on the recruitment policy.
Competitors
Firms in the same industry will be competing for highly qualified human skills. Therefore, there is the necessity to evaluate the competition and provide the best-concerning industry standards' skills packages.
Internal Factors Affecting Recruitment Process
Size of Organization
This is a significant factor affecting the recruitment process. Notably, to carry out the expansion of a business, it is vital for the recruitment plan to hire more human skills to tackle future business activities.
Recruitment Policy
The recruitment policy of a company, such as recruiting from external or internal sources of a company, is a factor that impacts the recruitment process. In this case, this factor specifies recruitment process objectives and offers a basis for recruiting recruitment programs.
Organization’s Image
An organization that has an excellent positive image in the market will significantly attract competent and potential skills. Moreover, retaining good public relations and offering public services will help an organization enhance its reputation and image, thereby attracting possible resources.
Job’s Image
Like an organization's image, the job's image has a vital role in the recruitment process. Notably, a position that possesses a positive impression regarding reasonable remuneration, promotions, recognition, a good working environment, and has a career development opportunity will be the prospect to attract competent candidates.
The disadvantage of Internal Recruitment
Although it makes sense to recruit from within as it offers an organization with benefits such as employee familiarity, cost-effectiveness, saves time, and improve employee engagement, an organization may not get all employees capable of fulfilling the roles given (Chand, 2021). For instance, an organization cannot promote an employee if he does not possess the necessary skills for another position. Some of the disadvantages of internal recruitment include;
Limit Candidate Choice
Internal recruitment seriously limits a business, especially when only a small number of candidates choose from. Moreover, their expertise may not know quite what the company wants.
Skills Stagnation
If there exists no candidate to replace an original employee, an organization may need to recruit externally, and they may need a hiring campaign.
Discourages Competition and Causes Employee Conflict
Internal recruitment protects internal candidates from outside competition as this process does not give the opportunity to otherwise competent candidates. Moreover, internal recruitment generates a likelihood of employees taking promotions without showing extra performance.
References
Chand S. (2021). “Sources of Recruitment: External and Internal Sources of Recruitment.” Yourarticlelibrary.com https://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-external-and-internal-sources-of-recruitment/35267
Kandar J. (2021). “Internal Sources of Recruitment.” Businessmanagementideas.com https://www.businessmanagementideas.com/human-resource-management-2/sources-of-recruitment/internal-sources-of-recruitment/20580
Tutorialspoint (2021). “Factors Affecting Recruitment.” Tutorialspoint.com https://www.tutorialspoint.com/recruitment_and_selection/factors_affecting_recruitment.htm
