Advantages and Dis Advantages of Recruiting
The difference between informal and formal recruiting. When using informal recruiting they use advertising public or private employment agencies and help wanted signs in front of a business. The focus is that Informal recruitment is not as costly and it eliminates finder’s fees and other search related expenses that they might incur and the time used to do it. According to Mencken and Winfield (1998) “Informal provides job seekers with access to details about a position and prospective employer that an agency would not know, the informal working environment, or the direction the organization is heading” (p137). The advantage of formal recruiting is that it generates a large pool of applicants which increases the pool of candidates that might need minimal training and procedures and gives more output. It also serves and organization that wants more diversity in there applicant pool. Organizational practices formal recruitment requires a substantial investment of organizational resources and the quality of the recruitments is not assured and the turnover rate is always higher creating a long term cost that some companies cannot afford. The disadvantage of informal recruiting is that there is a small applicant pool which in turn limits the applicants that you will recruit these overall advantages of informal and formal recruiting are the volume of applicants and the quality that they recruit. The disadvantages of formal recruiting identified by hiring managers varies with each techniques but with the exception of cost they were much the same as the disadvantages identified for informal recruiting. Overall the advantages of formal recruitment and informal recruitment pretty much are no different from each other one likes to recruit in volume and the other likes to advertise low key a lot like my