Job Recruitment
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- Date Submitted: 07/06/2010 08:22 PM
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Job Recruitment
Kandy Johnson
University of Phoenix
There are various different ways that one can do to recruit employees either internally or externally. An example of internal recruitment that is done most often is by posting and bidding. This can be done by posting on an electronic bulletin board, regular bulletin board, handouts, employee publications, and other various ways to notify current employees of an open position. Internal recruitment can greatly benefit both the employee and the employer. Since the employee is already within the company, they are going to have better knowledge of the position that they are applying for. Internal recruitment can also save the employer fees that they would normally have to pay for with external recruitment. There are some downfalls however to internal recruitment, no matter how an employer goes about doing it. Unless employees believe that the recruitment system is being administered in a fair and unbiased manner, it can leave many feeling looked over and rejected which can cause turmoil within the workplace.
Some employers choose to recruit employees externally rather than internally. One example of an external recruitment is private employment and temporary agencies. By using employment agencies, an employer may have to pay a fee, but can easily find employees that are tailored to their specific needs without any hassle. These employees can be then be utilized in the workplace to see if they fit the job prior to being given the choice of a permanent position. This can greatly benefit the employer to ensure that the right individual is hired for the job. Another benefit of this type of external recruitment is that if a company can not justify hiring a full time employee they can then use a temporary employee during short term assignments, vacation fill-ins, maternity leave, or sick leave. The employment cost of a temporary employee is often cheaper than that of a permanent employee. They...
Kandy Johnson
University of Phoenix
There are various different ways that one can do to recruit employees either internally or externally. An example of internal recruitment that is done most often is by posting and bidding. This can be done by posting on an electronic bulletin board, regular bulletin board, handouts, employee publications, and other various ways to notify current employees of an open position. Internal recruitment can greatly benefit both the employee and the employer. Since the employee is already within the company, they are going to have better knowledge of the position that they are applying for. Internal recruitment can also save the employer fees that they would normally have to pay for with external recruitment. There are some downfalls however to internal recruitment, no matter how an employer goes about doing it. Unless employees believe that the recruitment system is being administered in a fair and unbiased manner, it can leave many feeling looked over and rejected which can cause turmoil within the workplace.
Some employers choose to recruit employees externally rather than internally. One example of an external recruitment is private employment and temporary agencies. By using employment agencies, an employer may have to pay a fee, but can easily find employees that are tailored to their specific needs without any hassle. These employees can be then be utilized in the workplace to see if they fit the job prior to being given the choice of a permanent position. This can greatly benefit the employer to ensure that the right individual is hired for the job. Another benefit of this type of external recruitment is that if a company can not justify hiring a full time employee they can then use a temporary employee during short term assignments, vacation fill-ins, maternity leave, or sick leave. The employment cost of a temporary employee is often cheaper than that of a permanent employee. They...