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  • Jaya Bharat Chebrolu

    Member
    January 3, 2022 at 8:18 pm

    Discuss the relative merits of internal versus external recruitment. What types of business strategies might best be supported by recruiting externally, and what types might call for internal recruitment? What factors might lead a firm to decide to switch from internal to external recruitment or vice versa?

    In comparison to external marketing, internal marketing is must cheaper in terms of advertising, time consumption. Internal marketing means hiring within the organization, such hiring’s are always safe, as the recruiter or the manager is very sure about the applicants background, skills and his her capabilities. They can easily generate his feedback from previous managers and can train and polish his skills accordingly. HR has not to look into the market, when the same qualified applicant is available in the organization. Also HR saves their effort in training and induction programs, as the employee is already aware about the organization goal and objectives. Apart form the advantages of internal hiring, it has a major drawback of negatively affecting the moral of other employees whose promotion or job rotation has not taken place. Such employees can fill the work environment full of negativity and will hamper the productivity.

    Recruitment is a flourishing market, with agencies competing in every industry you can think of, including HR.

    These agencies exist to do your sourcing for you. This is why they have large databases of skilled candidates. They have daily experience of finding workers for your market. They trained to know how to find the best talent.

    External recruitment methods :
    1)Using a recruitment agency /job Boards.2)Online recruitment methods.3)Printed publications.4)Careers events.5) Internal recruitment methods.

    Job boards:
    Many employers and recruitment agencies pay job boards such as Indeed or Total jobs to host their job adverts. Thousands of job seekers have signed up to these vast online platforms.
    The platform will match skilled candidates to your job post based on factors such as location, job type, and salary. They use keywords to alert them by email. Just sit back and wait for people to apply.

    Social media:

    One in four companies in the UK uses social networks like LinkedIn or Twitter as part of their recruitment strategy (CIPD 2015). In a short space of time, social media has become one of the best recruitment methods.
    In using social media, you can do the following:
    Post updates about your business.
    Attract jobseekers or show off your brand by sharing what your office culture is like. Engage with the online community about news topics in your industry.

    The Printed word:

    With newspaper adverts, you can be sure to hit a large network of job searchers. Newspapers are cheap and available everywhere. Some of them are free, too. We’ve all read The Metro at least once during our commute.
    On the other hand, a sector-specific magazine or journal will reach a smaller but enthusiastic crowd. An ad in one of these could reach people with skills and knowledge who aren’t using mainstream methods to find their next job.
    Whichever you think would be best for trying to hire your next recruit, you can be sure that there’s a print publication out there for you to use.

    Attend careers events:

    Universities and sixth forms are great for this. Try hiring a stall at a careers event and engaging in offline conversation with students and other people in attendance. Tell them about your company and why it’s a great place to work.
    For bonus points, design branded accessories and stationery. Pens, keyrings, mugs, and USB sticks are all great to give away when they have your name on them. If you’re really on the ball with events, look into giving a talk about your industry and where your business makes its impact.

    All recruitment and selection methods have pros and cons. Some cost a lot of money, like using an agency. Some might require lots of time on your part, such as growing a social media channel. But one of them might lead to your next big hire. The trick is to keep up to date with all methods and engage with the thousands of people who are involved in your industry in every possible way.

    Internal recruitment is the process of filling up open positions within the organization from its current workforce. Instead of releasing the positions into the job market, the HR department chooses to advertise the vacancy internally for the current employees to apply for it.

    Types/Methods of Internal Recruitment :
    1)Promotions 2)Transfers 3) Temporary to a permanent position 4)Part-time to a full-time position 5) Employee referrals

    Process of

    Internal Recruitment:

    a)Write a detailed job ad focusing on the job role and its responsibilities, the skills required, and the experience sought.
    b)Announce the job opportunity as a ‘News’ in an email.
    c)Update the Careers/Jobs section of your company intranet.
    d)If you don’t have an intranet, post the job on your company website.
    e)Put up the job ad on the company noticeboard.
    f)Wherever your job ad is posted, make sure that the ad clearly states whom the employees should contact if they want to apply for the role.

    What factors might lead a firm to decide to switch from internal to external recruitment or vice versa?

    INTERNAL FACTORS:
    The internal factors likewise term as endogenous elements are the components inside the association that impact selecting in the organization. The internal forces i.e. the factors which can be controlled by the organization are:

    1. Recruitment Policy
    The recruitment policy of the organization i.e. recruiting from internal sources and external also affect the recruitment process. The recruitment policy of an organization determines the destinations or enlistment and gives a structure to usage of recruitment program.

    2. Human Resource Planning
    Effective human resource process and procedure helps in fixing the loops present in the existing manpower of the organization. This also helps in filter the number of employees to be recruited and what kind qualification and skills they must possess.

    3. Size of the Organization
    The size of the organization affects the recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

    4. Cost involved in recruitment
    Recruitment process also count the cost to the employer, that why organizations try to employ/outsource the source of recruitment which will be cost effective to the organization for each candidate.

    5. Growth and Expansion
    Organization will utilize or consider utilizing more work force in the event that it is growing its operations.

    EXTERNAL FACTORS:
    The external forces are the forces which cannot be controlled by the organization. The major external forces are:

    1. Supply and Demand
    The availability of manpower both within and outside the organization is an essential factor in the recruitment process.

    2. Labor Market
    Employment conditions where the organization is located will effected by the recruiting efforts of the organization.

    3. Goodwill / Image of the organization
    Image of the firm is another factor having its effect on the Different government controls forbidding separation in contracting and work have coordinate effect on enlistment practices. As taken Example, Govt. of India has the convention of reservation in work for booked standings/planned clans, physically Disabled and so on. Additionally, exchange associations have the significant part in enrollment. This limits management freedom to select those individuals who can be the best performers. This can work as a potential constraint for recruitment.

    4. Political-Social- Legal Environment
    Different government controls forbidding separation in contracting and work have coordinate effect on enlistment practices.

    5. Unemployment Rate
    The Element that influence the availability of applicants is the economy growth rate . At the point when the organization isn’t making new jobs, there is frequently oversupply of qualified work which thusly prompts unemployment.

    6. Competitors
    The recruitment policies and procedure an of the competitors also affect the recruitment function of the organizations.

    Time to time the organizations have to change their recruitment policies and manuals according to the policies being followed by the competitors.

    Recruitment is one of the main departments which place the right candidates to the right job. The recruiters should identify the best candidates from different sources and job sites.

    Recruiters have to identify the problems faced during recruitment and find an alternative to make work efficiently which can fulfil recruitment goal on time.