Interviewing provides a platform to interact with a candidate in order to critique his or her credentials through questioning, consultation, and evaluation of the person’s capability. A candidate is an individual who has the potential of attaining the expectations of the exercise. Interviewing candidates for a job or a position entails taking them through a series of questions, consultations and evaluations in order to determine which one of them is the best suited for the task in question. Interviews in this regard provide a platform for selection and rejection of candidates using a particular schema for qualifying candidates or disqualifying them.
Pros and Cons of Using Internal Sources
The pros of using internal sources in recruitment include the fact that the employee is known within the company where the interview takes place (Snell, Morris and Bohlander) . The method also helps employers be able to keep an employee at the firm in order to develop the current staff. Developing the current staff provides sure solutions compared to developing staff from sources where there has never been prior interaction. The other pro is the fact that the individual being interviewed knows what the company is all about. The other pro is the fact that the process of recruiting internally costs very low and the time invested in conducting internal interviews is also short.
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On the side of the cons, there is a limit in terms of the choices available for the exercise. With limited choice, one cannot be able to get a range of capabilities to choose from (Snell, Morris and Bohlander) . The other con is the fact that there will be no new person coming from outside the premises of the company. The other challenge is the fact that the staff needed may not have the skills which are necessary in carrying out the tasks in question (Snell, Morris and Bohlander) .
Pros and Cons of Using Internet Sources
On the side of the pros, internet recruiting provides a platform where very low costs are used in attracting a very high volume of applicants (Snell, Morris and Bohlander) . From the high volume of applicants, it is quite possible to get recruits who are of very high quality. The other pro is that it works on a 24-hour basis and seven days a week. Communication with applicants and the management takes place very instantly. This means that feedback can be given in good time in order to prepare the applicant psychologically rather than make them wait for long in order to get a response. Internet use is one of the most preferred ways in which communication is passed from one person to another across borders. One has access to what is in the global market. Job updates and postings can be done with more ease because of the unlimited space that the internet provides.
On the side of the cons, internet leads to access to large volumes of database which can overwhelm the individual trying o access it. Large volumes of data can also overwhelm the computer used to access the company website for information concerning a job (Snell, Morris and Bohlander) . The other con or challenge of using the internet is the fact that those making use of it need to have a high level of literacy. High literacy level enables an individual to be able to access sites with ease. Low level on the other hand leads to a struggle. The other con is the fact that one needs to be able to determine which site has the best prospects from thousands that are made available from the portals. The other con is the fact that the recruiters conducting the exercise need to be comfortable when it comes to agreeing with the prospects presented by computer use.
Reference
Snell, Scott A., Shad S. Morris and George W. Bohlander. Managing Human Resources . Boston, MA: Cengage Learning, 2015.
