Recruitment & Selection Proceess
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- Date Submitted: 04/11/2011 07:03 AM
- Pages: 6
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2.1 SOURCES OF RECRUITMENT
The detailed review of literature regarding the selection procedure exhibits that generally there are two chief sources of recruitment as follows:
1) Internal
2) External
INTERNAL SOURCES
According to Managing people ( by p.g.aquinas) 2005 Internal sources include personnel already on the pay roll of an organisation. Filling a vacancy from internal sources by promoting people has the advantages of increasing the general level of morale of existing employees and of providing to the company more reliable information about the candidate. Among the internal sources may be included promotions, transfers and response of employees to notified vacancy.
ADVANTAGES
The organisation has sufficient knowledge about the candidate and hence can make good choice. There is a saying ‘ known devils are better than unknown angles!’
Internal recruiting offers regular promotional avenues for the employees. They will be more loyal and committed to the organisation and will work with enthusiasm.
A policy of preferring people from within motivates them to work hard and earn promotions. It provides career progression for the employees.
The cost of recruiting internal candidates is the minimum because no expenses are incurred on advertising paying TA/DA on the candidates to attend the written test and advertisement.
The organisation can pick the right candidates having the requisite skills as they (the candidates are very well known to the organisation and we don’t have to make a decision in an interview.
DISADVANTAGES
Recruitment form within may lead to infighting among employees aspiring for limited higher-level positions in an organisation.
As the source is very limited we may not be able to get the right type of candidates. The entries of talented people available from outside are discouraged. It results in inbreeding and the organisation may lose out on dynamism.
Promotions based on length of service rather than merit may prove...
The detailed review of literature regarding the selection procedure exhibits that generally there are two chief sources of recruitment as follows:
1) Internal
2) External
INTERNAL SOURCES
According to Managing people ( by p.g.aquinas) 2005 Internal sources include personnel already on the pay roll of an organisation. Filling a vacancy from internal sources by promoting people has the advantages of increasing the general level of morale of existing employees and of providing to the company more reliable information about the candidate. Among the internal sources may be included promotions, transfers and response of employees to notified vacancy.
ADVANTAGES
The organisation has sufficient knowledge about the candidate and hence can make good choice. There is a saying ‘ known devils are better than unknown angles!’
Internal recruiting offers regular promotional avenues for the employees. They will be more loyal and committed to the organisation and will work with enthusiasm.
A policy of preferring people from within motivates them to work hard and earn promotions. It provides career progression for the employees.
The cost of recruiting internal candidates is the minimum because no expenses are incurred on advertising paying TA/DA on the candidates to attend the written test and advertisement.
The organisation can pick the right candidates having the requisite skills as they (the candidates are very well known to the organisation and we don’t have to make a decision in an interview.
DISADVANTAGES
Recruitment form within may lead to infighting among employees aspiring for limited higher-level positions in an organisation.
As the source is very limited we may not be able to get the right type of candidates. The entries of talented people available from outside are discouraged. It results in inbreeding and the organisation may lose out on dynamism.
Promotions based on length of service rather than merit may prove...