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Strengths and Weaknesses of Internal and External Recruitment

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Generally, silled workers are more difficult to find than unskilled workers are. Hence, te job profile is a major determinant for the method of recruitment. Wile unskilled workers are easier to attract by simpler, mre prevalent media like classified ads, te more skilled worker needs techniques that are more sophisticated. I addition, acompany with a good training program has a better talent pool internally than a company without such a program. Iternal recruitment is defined as when a business recruits one of their current employees for another job within business.

Fr example, aperson working on the cash desk of a shop might successfully apply to become the manager of the shop. Cmputerised Record systems: Cmputers have enabled the creation of data banks that contain the qualifications, wrk history and the personal details of each employee. Sch information can also be sorted as skill inventories and replacement charts. Tese permit the organization to locate the potential candidate in case of necessity. Jb postings: Te purpose of job posting is to inform the employees about job vacancies. Tis is done bulletin boards, cmpany newsletters, o now increasingly through online posting programs or the Intranets which instantly allow an employee to match a job vacancy with their skills.

Saff meetings: Wekly or monthly meetings are also used to inform the employees about job openings as and when they occur. Oten jobs are posted in prominent places where it is visible to the employees. Mst companies try to fill positions internally before they begin to look for external applicants. Tese job postings also emphasise the required skill levels, qalifications required etc. also let the employee know the job criteria, wether it is based on seniority of service, prformance factors or other requirements of a specific skill.

I also clearly states whether there is a transfer opportunity involved and whether it a permanent position or a “trainee” opportunity where the candidate is under observation for a certain period within which he has to prove his worth to continue in the position. “alk-ins”: “alk-ins” or “Write-ins” are unsolicited applicants have the advantage of being cost-effective but the downside of it is that may not have skill set organization needs; ...

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preview essay on Strengths and Weaknesses of Internal and External Recruitment
  • Pages: 11 (2750 words)
  • Document Type: Essay
  • Subject: Management
  • Level: Masters
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