2.0 Method of External Recruitment

2.1 Direct recruitment

Process of recuiting qualified candidates from external sources by placing a notice of vacancy in an organization’s notice board. The detail of the job will specified on the notice board. This method is useful for the recruitment of blue-collar, white-collar and technical workers. This method is suitable when there is high suppy of human resources in the market.

2.2 Casual callers

Concerned when using previously apply candidates as a sources of the recruitment. The applications already available in the employment office are used as source of prospective candidates. In other words, applications from individual who are already recorded in the employment list can be referred as new applicants and the best suited candidates are selected for the job. This method avoids the costs of recruiting people from other sources.

2.3 Advertising

The most common and popular methods of recruitment under which the job vacancy is announced through different print and electronic media. Advertisement is used to attract the best qualified and experienced personnel. The job description and specifications are specified in the advertisement to allow self-screening.

2.4 Employment agencies

Employment agencies run by private, public or government sectors are regarded as an important source of recruitment for unskilled, semi-skilled and skilled jobs. The agencies are likely to have a list of qualified candidates in their record, and they render the service as the recruitment from other organizations for employment.

2.5 Colleges and universities

Also known as campus recruitment. Under this method of external recruitment, educational institutions such as colleges and universities offer opportunities for recruiting fresh candidates. Most educational institutions provide placement service where the prospective recruiters can review credentials and interview the interested graduates.

2.6 Labour contractors

Important sources of recruitment under which workers are recruited through contractors. However, this method of recruitment is not used by many business firm and organizations.

3.0 Method of Internal Recruitment

3.1 Promotions and Transfers

A transfer is a lateral movement within the same grade, from one job to another. It may lead to changes in duties and responsibilities working conditions. Promotion, on the other hand involves movement of employee from a lower level position to a higher level position accompanied by changes in duties, responsibilities, status and value.

3.2 Job Posting

The organization publicises job opening on bulletin boards, electronic method and similar outlets. One of the important advantages of this method is that is offers a chance to highly qualified applicants working within the company to look for growth opportunities without looking for greener pasturer outside.

3.3 Employee Referrals

Means using personal contacts to locate job opportunities. It is recommendations from a current employee regarding a job applicant. The logic behind employee referral is that “it takes one to know one”. Employee working in an organization, in the case are encouraged the names of their friend, working in other organizations for a possible vacancy in the near future.

Figure 1.0: Advantages and disadvantages of internal and external recruitment.

Advantages Disadvantages

Internal Recruitmen

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1. Cheaper and quicker recruit.2. People already familiar with the

business and how it operate.3. Provide opportunity for

promotion with the business can be motivating.

4. Organization already know the strengths and weakness of candidates.

1. Limits the number of potential applicants.

2. No new ideas can be introduced from outside.

3. May cause resentment amongst candidates not appointed.

4. Creates another vacancy which needs to be filled.

External Recruitmen

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1. Outside people bring in new ideas.

2. Larger pool of workers from which to find the best candidate.

3. People have wider range of experience.

1. Longer process.2. More expensive process due to

advertising and interview required.

3. Selection process may not be effective enough to reveals the best candidate.