...Recruitment – Internal vs. External As the world today keeps changing and the economy struggles to maintain workforce; there needs to be a lot of things truly thought out before just posting a job and hiring a person. I know in the company that I work for in which I am the Director of HR/Payroll of a management group for eight places; one fireplace/landscape business, three donut shops, and.five assisted living facilities; we have general guidelines of posting jobs and process for recruiting but then there are many things that then must be specific to the industry of those business. I also did research and found that many have the same issues we do and what they feel is the key things to know for doing recruiting. In the management group we have developed a HR manual which has policy and procedures that must be followed for doing the steps for recruitment and the follow through to get the candidates hired. As I have attached a copy of the request for recruitment form, job requisition form and the job duties questionnaire and the job description form which are the tools we use to get positions approved and filled for the company in Appendix A. There is a step-by-step for doing the recruiting and where to post the jobs. We then follow this step up with the interview process and pre & post offer screening and then the orientation of new hire. The initial start of the process is what our philosophy is: (this is from our HR policy manual) Philosophy: ...
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...Recruitment and selection in business P1 – Identify how two organisations plan recruitment using internal and external sources. In this assignment I will be investigating recruitment planning in two big organisation. House of Fraser (HOF) House of Fraser is a British, national organisation within the competitive retail industry. The company sells a variety of products under 5 main departments from Men’s shoes to Furniture to Beauty and electrical. House of Fraser also have their own Wedding list and buy and collect scheme, so people can order online and collect it at the store when the delivery arrives at the store. House of Frazer is a department store group with over 60 stores across United Kingdom and Ireland. And was established in Glasgow, Scotland in 1849. Reasons why vacancies become available at House of Fraser At House of Frazier give a good working environment for their employees. Currently employed 5,000 HOF employees’ staff and 13,000 concession staff. However it occurs that employees leave for reasons such as * Maternity leave would require a temporary employee to cover the position of the women until the member of staff is available to work again. * If there was a long term illness and would require the person to leave work for a period of time, there will need to be a temporary worker appointed to cover for the worker until the member of staff is able to work again. * Termination in the contract...
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...Docia Selorm Yegbe Date: Thursday Re: Recruitment and Selection Section 1: Reasons for Recruitment Using the notes from class explain the 5 main reasons businesses need to recruit: Decisions they make on deciding to recruit Section 2: Internal Recruitment Define internal recruitment What are the methods of internal recruitment What are the benefits of internal recruitment What are the drawbacks of internal recruitment Use examples of the methods used for Company 1 and Company 2 Section 3: External Recruitment Define external recruitment What are the methods of external recruitment What are the benefits of external recruitment What are the drawbacks of external recruitment What are the cost and time implications of using external sources to recruit Use examples of the methods used for Company 1 and Company 2 Section 4: Recruitment Advertising Define recruitment advertising 4.1 What is internal advertising What are the methods of internal advertising What are the benefits and problems with internal advertising Use examples of methods used for Company 1 and Company 2 4.2 What is external advertising What are the methods of external advertising What are the benefits and problems with external advertising Use examples of methods used for Company 1 and Company 2 Why is choice of media, cost implications and legal considerations of advertising important Section 5: Recruitment Process Diagram Include the recruitment process diagram Briefly explain each step Why...
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...Running head: METHODS OF RECRUITMENT Pros and Cons of Recruitment Methods Submitted by: Student ID: Tutor’s Name: Date: * Abstract Organization’s most vital resource is its people. Organizations having right individuals with right skills or abilities for the right position create the difference in between organization who is being successful or who is unsuccessful. From the above concept it can be found that recruitment is an essential aspect in any organization. This research will talk about both advantages and disadvantage of internal and external methods of recruitment. The article will deeply analyze the both sides of methods as organizations today recruit in two distinct ways i.e. Internal Method and External Method. Obviously, organization can use both of the methods of recruitment, but this happens mostly in the case for recruiting senior management. We will first start with the introduction where we will provide the concise and clear view of the topic and it will also cover the purpose, background of the selected topic. Under the heading of literature review we will critically analyze the advantages as well as disadvantages of the recruitment methods. We also will provide the review on planning used by Human resource department while recruiting the employees. In the end, the conclusion will sum up all the research done related to recruitment methods. Saying this, that research will conclude that both methods are adapted in this competitive world of business...
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...Organizational Psychology Recruitment Methods When companies need to hire employees there are many methods that can be used. Before these methods are identified, recruitment method needs to be defined. Recruitment methods are the specific means by which potential employees are attracted to an organization. Internal and external are the two types of recruitment methods. Internal recruitment is done by promotions from within a company, nepotism, and employee referrals. External recruitment is done by job advertisements, employment and recruitment agencies, social media, and government job centers. Moving ahead I will go more in depth on each method throughout the paper. What exactly is internal recruitment? It is the assessment of an employer’s current staff to ascertain if any current employees are sufficiently skilled or qualified to perform the duties required by the job vacancies. The fastest recruitment method overall is promoting from within a company. By promoting from within, companies don’t spend any time and effort posting vacant job positions. The hiring process moves along much faster since they have most, if not all, of the information they need about the persons who are qualified for the vacant position. Examples of promotion from within are sales person becoming a supervisor, store manager becoming a district manager, or computer tech becoming a network administrator. Next there is nepotism. Nepotism is favoritism in politics or business granted to relatives...
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...Unit 12: Recruitment and Selection P1 – Identify how two organisations plan recruitment using internal and external sources Recruitment is the process of identifying when an organisation needs to hire a new employee. It is one of the key processes of any organisation. When the process is carried out hastily, it is fraught with dangers. But when it is carried out with skill, it can be one of the most important investments that an organisation can make. The top aim of recruitment is to select someone to be a part of the organisation team who can do the job that is needed to be filled to the required standard of performance. This can be done either internally or externally. Below is a simple flowchart of the recruitment and selection process Reasons for a Vacancy Naturally, the first step in the recruitment process is when a vacancy arises in an organisation. However, before that organisation can rush to fill in the position they would have to consider some points, like why this vacancy has arisen. The first example could be that the previous employee left to go work for a competitor business or it was due to them having problems within the organisation. So unless these problems are resolved, then the new candidate will likely be unhappy too. The second example can be that an organisation will have to recruit someone to cover their female staff if they take maternity leave. In the year 2009, mothers were entitled up to 52 weeks’ maternity leave (1). Employers will be having...
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...Employee Recruitment and Selection Mara Jasmine Cirujeda Herman HRM 531 January 11, 2011 Antonio F. Vianna Introduction Intelligent recruitment strategies are important to succeed in business. The purpose of this paper is to choose the correct recruitment for an organization. Internal recruitment “Initial consideration should be given to a company’s current employees, especially for filling jobs above the entry level” (Cascio, 2010, p. 207). San Diego Unified School District is a very notorious district for choosing employees, especially for high ranking and specialized jobs from their current pool of employees. Their hiring practices are well known to only hire interior employees because the positions are advertised in their employment board and supposedly exterior applicants have the opportunity to apply for positions, but all the openings available for San Diego Unified are being filled by employees that lost their jobs in another schools. They are being sent to another school that has an opening or also got rid of another employee. I named this practice of the district “recycling jobs.” External recruitment “To meet demands for talent brought about by business growth, a desire for fresh ideas, or to replace employees who leave, organizations periodically turn to the outside labor market” (Cascio, 2010, p. 211). San Diego Unified School District hires also employees from the outside through their human resources department. They provide training to substitute...
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...Resourcing Talent RTO 3. Activity 1 Produce a report of approximately 750 words, in which you identify and assess 4 factors that affect an organisation’s approach to both attracting talent and recruitment and selection. Identify and explain 3 organisational benefits of attracting and retaining a diverse workforce. Describe 3 methods of recruitment and 3 methods of selection. 1.1 Explain the organisational benefits of a diverse workforce. Publisher Malcolm Forbes once said that 'diversity is the art of thinking independently together.' Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of possibilities and helps to encourage creativity and innovation. Benefits include: * Positive company image; Companies who hire individuals from a range of backgrounds gain a reputation for being a good employer. Potential customers often feel more valued and can view the company as being fair therefore give more business to these organisations. * Increase in creativity; People from other cultures, age groups and backgrounds can offer different ways of thinking and solving problems. The more ideas you can obtain from different people, the more likely you are to develop a workable answer or solution. This is a tremendous advantage of diversity in the workplace. * Capture more of the market; When your workplace is home to a diverse group of people with different experiences, your company can more effectively market to consumer groups...
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...the small business manager must know where and how to find qualified applicants. Sources are numerous, and it is impossible to generalize about the best source in view of the differences in companies’ personnel needs and the quality of the sources from one locality to another. (p.503). I will begin by first informing you about internal recruiting. Management Study Guide (2009) defines internal recruitment as “a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization.” In other words, internal recruitment involves filling up a vacant position by using a person already in the company’s payroll. Announcements regarding the open position will be advertised within the company and management will make a decision based on the applications (Community for Human Resource Management, 2009). Internal recruitment has many advantages, although it has its disadvantages as well. An advantage of internal recruitment is the company is able to obtain accurate information about the candidate because information on the applicant is already on file within the company. Internal recruitment also provides incentive for current employees....
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...The Aspects of Internal Hiring Vs. External Hiring: Pros and Cons Calvin Bowens WRTG 394 Advance Business Writing 1 October 2014 Professor John Ross Executive Summary This research provides an evaluation of the historic and current practices used to select internal employees for promotion in mid-level manager position versus selecting external candidates to fill those positions. Methods of this evaluation will include pros and cons, site managers and human resource team feedback, as well as, corporate leadership take on possible approaches. Results of this evaluation show that each hiring requirement is unique in nature when referring to positions of leadership. All members interviewed or who shared their insight stated having a clear understanding of what higher level leadership wants and demands must be established up front. Therefore, assumptions of these higher level expectations almost always end in failure of the newly hired external candidate or the internally hired employee. In addition, research finds current business practice being utilize in the company does not support selecting internally or externally. There are several areas requiring further attention and investigation, to include possible remedial training for human resource generalist and site managers for the sole purpose of building staff confidence and growing leaders from within. Corporate leaders have taken the hands-off approach to hiring mid-level managers. With that said, a clear and concise...
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...Analysis: Recruitment Strategy INTRODUCTION With the increasing demand for talent, it is becoming increasingly difficult to source proficient human resources. This report provides a rationale and justification for the recruitment strategy developed for the position of Dispute Resolution Officer with Suncorp Metway Insurance Limited (Suncorp). This report will explore the organisation and job context, and the specific recruitment strategy recommended. The proposed recruitment strategy will be analysed with reference the organisational context and the influence this has had on the nominated strategy; arguments developed through academic & empirical literature and the five principles of selection will also be applied. The Organisation: Suncorp Metway Insurance (Suncorp) is an international organisation with numerous operations throughout Australia and New Zealand. Operating within an increasingly competitive market, Suncorp has taken steps to ensure its competitive advantage is maintained through a strong emphasis on customer service and cost efficiency. In addition to its market reputation of reliability and being an insurer of choice, the Company has sought to sustain a career orientated workforce, and thereby uphold its commitment to customer service through employee experience and expertise. As discussed in the Organisational Analysis [Appendix 1], one of the key selling points used to attract external candidates to Suncorp is its emphasis on internal recruitment...
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...research I’ve come to realize that most internal recruiters, at least in medium to large sized companies, commonly rely on web-based systems to do the initial screening of applicants. They tend to lack incentives, and also lack penalties, for how well they recruit. With external recruiters, there are often no metrics in place at all, other than time to fill. If metrics for quality of hire are clearly tracked and compared between internal and external recruiters, it can help identify the best recruitment model for a business because as an Human Resources (HR) person you will be able to tell who is providing the highest-quality candidates. Part 2 of question #5: Internal recruitment efforts can provide a business with a solid pool of applicants. Through internal job postings and communications, small businesses can locate candidates with the appropriate mix of talent and experience. Those with a solid track record of demonstrated success related to achievements, dedication and performance represent ideal candidates for internal recruiting. A recruit from within mentality encourages employees to strive for excellence and continually seek training and educational opportunities to improve and elevate skills. Promotions and transfers offer employees a chance to advance within the company. Employee referrals represent another avenue for recruiting on an internal level. I can attest to the fact that I’m a product of internal recruitment within the United States Navy as a prior...
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...dentify how two organisations plan recruitment using internal and external sources? My first organisation is Tesco because I think there internal and external is very basic to explain and I have a lot of knowledge. Internal recruitment: means that the person recruiting from the job will be taken from the organisation. In Tesco it will give current employee to get a promotion because it will be cheaper to advertise and all the candidates know the organisation well. External recruitment: for external recruitment, Tesco advertises via the Tesco website www.tesco-careers.com or though vacancy board in stores, applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process .people interested in store-based jobs with Tesco can approach stores with their CV or register though jobcentre plus the store prepares a waiting list of people applying in this way and calls them if there are jobs available . My second organisation is JDSPORTS Internal recruitment: organisations like JDSPORTS will sometimes decide to advertise a vacancy internally first if nobody meets the job description there will advertise it on the web, in stores you will have to hand your CV to the manager and JDSPORT hands out questionnaires to people there think will meet the job role . External recruitment: The external recruitment and campaign increase the popularity the organisation on the...
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...Hammad Farid Unit 13 P1 P1: identify how two organisations plan recruitment using internal and external sources For this task, select two organisations (one of this is LeSoCo and the other is a company of your choice) and describe how they plan recruitment using internal and external sources. In each case, explain how the vacancies occur and describe the factors that influenced the organisations to recruit. For external recruitment in particular, look at the time and cost implications, as well as the choice of media used. Identify if these organisations use external agencies. Introduction In this assignment I will be talking about two organisations which are Lesoco and Boots these two companies are different because lesoco is a public sector company and Boots is a private sector so both organisation will have different ways of recruiting new candidates. Lesoco is a further education college it provides different range of courses for students and adults also it has 13,600 teenage and adults learners. Lesoco has a different way to recruit external and internal candidates, the way they hire internal candidates is by emailing other teachers within the company or hand out leaflets to other candidates because it is easier for lesoco to gain interest for internal candidate to apply for the job https://www.lesoco.ac.uk/about-us Advantages Of hiring new internal candidates: * The candidates will have more knowledge of the company * The candidate will not need more...
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...IT, logistics, marketing and communication, purchasing, restaurant, sales and sustainability and in TQE. (Inter IKEA Systems B.V., 1999 – 2013) 2.0Roles and responsibility of IKEA Human Resource Department The Human Resource (HR) department plays a huge role in the company. In IKEA, the department is responsible to allow and give down-to-earth straight-forward people the possibility to grow as individuals and in their professional roles (IKEA, 2013). They also handle recruitment and training, succession planning and benefits management. The HR team also needs to attract and inspire co-workers. Strengthening and safeguarding the IKEA culture is also one of their jobs(IKEA 2013). In this report, the recruitment and selection process undertaken by the IKEA’s HR team will be covered in this report. Figure 1 is the organization plan in IKEA. Figure 1: IKEA Organization Plan Source: Extracted from http://www.slideshare.net/OsamaAlbarrak/ikea-strategic-case-study on 15 November 2013 2.1 RECRUITMENT PLAN IKEA as the Swedish furniture chain is planning to open a new branch in Exeter, England. It is expected that the work on the store will start in 2014 depends on the approval by the Exeter City Council. Moreover, the council also stated that...
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