Author: Jim Riley Last updated: Sunday 23 September, 2012
The methods of recruitment open to a business are often categorised into:
Internal recruitment is when the business looks to fill the vacancy from within its existing workforce.
External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business.
Cheaper and quicker to recruit
Limits the number of potential applicants
People already familiar with the business and how it operates
No new ideas can be introduced from outside the business
Provides opportunities for promotion with in the business – can be motivating
May cause resentment amongst candidates not appointed
Business already knows the strengths and weaknesses of candidates
Creates another vacancy which needs to be filled
Outside people bring in new ideas
Larger pool of workers from which to find the best candidate
More expensive process due to
advertisements and interviews required
People have a wider range of experience
Selection process may not be effective enough to reveal the best candidate
The four most popular ways of recruiting externally are:
Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use.
Job advertisements - Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how far away people will consider applying for the job
Recruitment agency - Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment
Personal recommendation - Often referred to as ‘word of mouth’ and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost.