Recruiting Methods
The methods of recruitment open to business are often categorized into the internal and external ways.
Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. In fact, it is the cheaper and quicker way, the applicants also familiar with the business and how to operate the business instantly. But it is limits the number of potential applicants, and the new ideas from the outside the current business as well. Of course, for the internal, it is obviously can enable an opportunities of the promotion to all the insiders. And the business already knows the strength and weaknesses for all the candidates. But, we have to manage the expectation to the candidates. Otherwise, it may causes resentment amongst the candidates not appointed.
External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. For sure, we can find the best candidates from large pool of candidates with wide range of knowledge and experience. The outsiders can bring some new ideas to the organization. But, the exercise of the process should consume the long process time and cost for advertisements and interviews. It may not be effective enough to reveal the best candidate.
There are four most popular ways of recruiting externally are:
Labour Department
The government’s department, who are responsible for helping the unemployed workers to find jobs and offer the training courses, they also provide a service for businesses needing to advertise vacancy and are generally free to use.
Job Advertisement
Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspaper, notice boards, recruitment fairs) and should include some important information relating to the job (Job title, pay plan, location, job description, application way…etc). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e.
Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. In fact, it is the cheaper and quicker way, the applicants also familiar with the business and how to operate the business instantly. But it is limits the number of potential applicants, and the new ideas from the outside the current business as well. Of course, for the internal, it is obviously can enable an opportunities of the promotion to all the insiders. And the business already knows the strength and weaknesses for all the candidates. But, we have to manage the expectation to the candidates. Otherwise, it may causes resentment amongst the candidates not appointed.
External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. For sure, we can find the best candidates from large pool of candidates with wide range of knowledge and experience. The outsiders can bring some new ideas to the organization. But, the exercise of the process should consume the long process time and cost for advertisements and interviews. It may not be effective enough to reveal the best candidate.
There are four most popular ways of recruiting externally are:
Labour Department
The government’s department, who are responsible for helping the unemployed workers to find jobs and offer the training courses, they also provide a service for businesses needing to advertise vacancy and are generally free to use.
Job Advertisement
Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspaper, notice boards, recruitment fairs) and should include some important information relating to the job (Job title, pay plan, location, job description, application way…etc). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e.