Advantages And Disadvantages Of Recruitment Strategies

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Introduction Organizations should consider which recruitment strategies they should make use of to develop their organization strategies(Compton, Morrissey, &Nankervisf, 2006). Recruitment strategies can be internal, external or both internal and external. Different organizations may implement different strategies and these choices may based on their organizational strategies, human resources policies, or financial reasons(Compton et al., 2006). Organizations should find the most suitable strategies for their recruitment at different operating periods. Selecting and implementing the correct recruitment strategies will help the organization achieve their objectives.

Literature Review(Learning) Internal recruitment, external …show more content…

This method can add their employee’s morale. Employees show high work quality and high productivity when they have morale. Applicants for the vacancies have knowledge of the jobs they applied. In this way, they can put themselves in jobs very fast which will save time and costs. Employees can assess their abilities easily because they have clear idea of their abilities and the jobs. These are some advantages and the disadvantages are important as well. For example, they will lack of new employee’s ideas and new improvements advice from the outside for their company. This internal recruitment may become a promotion and do not accept the outside applicants. In general, internal recruitment is a cheaper and faster way to resolve the vacancies(Raymond, Hollenbeck, Gerhart, & Wright., …show more content…

The advantages for this recruitment method are the company can bring new workers with new ideas for improvements and problems, and the company may have a dynamic workforce. This method has disadvantages as well. Those new comers may not fit their organization culture and they need trainings and educations. These trainings and educations will cost a great amount of money. Those internal employees who are not selected for the vacancies will have passive emotion and have bad effect on their routine tasks. External recruitment may contain managerial and professional applicants which are from the Internet, professional journals, business schools, and executive search consultants. Clerical positions can be find in the newspapers. Skilled and trades employees search jobs on the specialized journals or some professional unions. Unskilled employees can only be found in external recruitment. They may referral by some employees or just graduate form colleges.

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