Chapter 5 - Lesson 2: Recruitment

Recruitment is the set of activities designed to attract qualified applicants for job position vacancies in an
organization.
 External Recruitment – outside sources are considered in the process of locating potential individuals
who might want to join the organization
 Internal Recruitment – filling job vacancies that can be done through promotions or transfer of
employees who are already part of the organization
-within the organization
Methods of External and Internal Recruitment
 External Recruitment Methods include:
1. Advertisements
- Through websites, newspapers, trade journals, radio, television, billboards, posters and e-mails
among others
2. Unsolicited Applications
- Received by employers from individuals who may or may not be qualified for the job openings
3. Internet Recruiting
- Independent job boards on the web commonly used by job seekers and recruiters gather and
disseminate job opening information.
4. Employee Referrals
- Recommendation from the organization's present employees who usually refer friends and
relatives who they think are qualified for the job
5. Executive Search Films (Head Hunters)
- Help employers find the right person for a job
6. Educational Institutions
- Good sources of young applicants or new graduates who have formal training but with very
little experience
7. Professional Associations
- May offer replacement services to their members who seek employment. Employers may make
use of the listings that they publish in their journals regarding members who are available for
possible recruiting or hiring.
8. Labor Unions
- Possible sources of applicants for blue-collar and professional jobs
9. Public and Private Employment Agencies
- Offer free services while private ones charges fees from both the job applicant and the
employers soliciting referrals from them.

 Internal Recruitment, most managers prefer to follow a policy of filling job openings through
promotions and transfer. Recruitment may be done by using company bulletin boards, company
intranet, company news letters and recommendations from department or unit heads among others.
●External Recruitment Advantages
1. Advertising and recruiting through the Internet reach a large number of possible applicants, thus,
increasing the possibility of being able to recruit applicants suited for the job.
2. Applicants who submit applications and resumes through their own initiative are believed to be
better potential employees because they are serious about getting the job.
3. Employee referrals from outside sources are believed to be high quality applicants because
employees are generally hesitant to recommend persons who are not qualified for the job
openings.
4. Executive search firms usually refer highly qualified applicants from outside sources because they
make an effort to check applicants’ qualifications before recommending them to clients firms who
pay for their services.
5. Educational institutions know the capabilities and qualifications of their graduates, hence,
increasing the chances of their ability to refer qualified applicants to potential employers.
●External Recruitment Disadvantages
1. The cost and time required by external recruitment are the typical disadvantages of using this
recruitment method. Advertising job openings and the orientation and training of newly hired
employees from outside sources, as well as sorting out large volumes of solicited or unsolicited job
applicants present challenges in budgeting time and money.
2. The possibility of practicing bias or entertaining self-serving motives in the referral of friends and
relatives by current employees and in the recommendation of private employment agencies of job
applicants.
●Internal Recruitment Advantages
1. Fewer expenses are required for internal recruitment and advertising; news-letters, bulletin
boards, and other forms of internal communication may disseminate information to current
employees interested to apply for job openings within the company.
2. Training and orientation of newly promoted or transferred current employees are less expensive
and do not take too much time since they are already familiar with the company policies.
3. The process of recruitment and selection is faster because the candidate for transfer or promotion
is already part of the organization.
●Internal Recruitment Disadvantages
1. The number of applicants to choose from is limited.
2. Favoritism may influence a manager to recommend a current employee for promotion to a higher
position.
3. It may result jealousy among the other employees who were not considered for the position. Some
may also accuse the management of the bias for choosing an employee who is perceived to be less
qualified for the job opening.