Internal and External Sources of Recruitment Difference: Recruitment is the process of attracting the potential candidates and motivating them to apply for the jobs or selecting skilled and right candidates from the pool of applicants and appointing them for the right jobs. Her strategic thinking and decision-making can help in finding potential candidates. Also, human resources are one of the scarce resources and it is becoming a challenge to find the right candidate for the right job in the organizations. Also learn, Recruitment.
Learn, What is the difference between Internal and External Sources of Recruitment?
So organizations are approaching consultancies to find skilled and efficient employees to get a competitive advantage. Approaching recruitment agencies can give better results, but it is expensive and may not suitable for all organizations.
Recruitment involves searching for the right candidates and motivating them to apply for the openings in the organization. Here sources of recruitment are two types i.e., Internal and External Sources of Recruitment of Employees!
This article will help you to differentiate between internal and external sources of recruitment.
In the case of internal sources of recruitment, the management has a restricted choice vis-a-vis, the source out of which recruitment shall be done, as the only person available is either the existing or ex-employees of the organization.
The cost of recruiting from internal sources is nil or negligible.
Not much time is involved in recruiting personnel from internal sources; as employees are already available with the organization. Further, ex-employees of the organization could trace without taking much time.
Selection formalities are minimum; as candidates from internal sources had already gone through detailed selection-procedure earlier. This saves, again time and cost, involving in undertaking the selection procedure.
Candidates from internal sources, do not require any orientation (i.e. introduction); as this personnel is already familiar with various aspects of the organization, and it’s functioning.
Only limited talent is available when personalized recruiting from internal sources. Their talents – existing and potential are already known to management.
Candidates comprised of internal sources are said to have high morale; especially in cases of recruitment for promotion purposes
The phenomenon of labor turnover is likely to minimize; when employees of the organization wait for their chances for promotion – especially in cases of time-bound promotions.
Candidates picked up from internal sources quite advance in age; as they have already served the organization, for some time, in the past.
Candidates from internal sources might or might not be suitable for newer types of jobs, arising in the organization.
In case of external recruitment, the management has quite a wide choice vis-a-vis, the sources out of which recruitment could do; as a large number of sources are available – which could compare based on their relative worth. And best sources of recruitment can finalize, based on such relative analysis.
The cost of recruiting from external sources is from moderate to considerable – depending on particular sources.
A detailed selection procedure has to undertake for carefully selecting candidates, from external sources. This also means time and cost, involving in undertaking the selection procedure.
Much time is involving in recruiting personnel from external sources; as people take time to notice vacancies and yet take more time again to apply for jobs, to the organization.
Needless to say that candidates from external sources require orientation; being absolutely new to the organization. This necessitates orientation training programs for them.
Extra-ordinary talented personal might procure, from external sources – depending on the particular sources finalize for recruitment, and on chance factor also.
New candidates from external sources could not expect to have high morale for the organization, at least initially i.e. at the time of joining the organization.
Labor turnover is quite likely; in case organizational jobs do not suit the recruits.
Candidates from external sources are usually of a lower age i.e. belong to the young group of the population. In fact, minimum and maximum ages are an important requirement for candidates from external sources.
For newer types of jobs, suitable candidates might recruit from a variety of external sources of recruitment.
Difference between Internal Sources of Recruitment and External Sources of Recruitment
Learn, What is Internal and External Sources of Recruitment of Employees?
Sources of Recruitment of Employees: Internal and External Sources (with its Advantages and Disadvantages)! The searching of suitable candidates and informing them about the openings in the enterprise is the most important aspect of the recruitment process. Also learn, Recruitment, Internal and External Sources of Recruitment of Employees!
The candidates may be available inside or outside the organization. Basically, there are two sources of recruitment i.e., internal and external sources.
(A) Internal Sources:
Best employees can be found within the organization… When a vacancy arises in the organization, it may give to an employee who is already on the payroll. Also, Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organization to work hard. The employees can inform of such a vacancy by internal advertisement. Also learn, What is the Internal Sources of Recruitment?
Methods of Internal Sources:
The Internal sources are given below:
1. Transfers:
The transfer involves shifting of persons from present jobs to other similar jobs. These do not involve any change in rank, responsibility or prestige. The numbers of persons do not increase with transfers.
2. Promotions:
Promotions refer to shifting of persons to positions carrying better prestige, higher responsibilities, and more pay. The higher positions falling vacant may fill up from within the organization. A promotion does not increase the number of persons in the organization.
As well as, A person going to get a higher position will vacate his present position. The promotion will motivate employees to improve their performance so that they can also get the promotion.
3. Present Employees:
The present employees of a concern are informing about likely vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieving of looking out prospective candidates.
The persons recommended by the employees may be generally suitable for the jobs because they know the requirements of various positions. Also, the existing employees take full responsibility for those recommended by them and also ensure their proper behavior and performance.
Advantages of Internal Sources:
The Following are The Advantages of Internal Sources:
1. Improves morale:
When an employee from inside the organization is given the higher post, it helps in increasing the morale of all employees. Generally, every employee expects promotion to a higher post carrying more status and pay (if he fulfills the other requirements).
2. No Error in Selection:
When an employee is selecting from inside, there is the least possibility of errors in selection since every company maintains a complete record of its employees and can judge them in a better manner.
3. Promotes Loyalty:
It promotes loyalty among the employees as they feel secure on account of chances of advancement.
4. No Hasty Decision:
The chances of hasty decisions are completely eliminating as the existing employees well try and can rely upon.
5. The economy in Training Costs:
The existing employees are fully aware of the operating procedures and policies of the organization. The existing employees require little training and it brings the economy to training costs.
6. Self-Development:
It encourages self-development among the employees as they can look forward to occupying higher posts.
Disadvantages of Internal Sources:
(i) It discourages capable persons from outside to join the concern.
(ii) It is possible that the requisite number of persons possessing qualifications for the vacant posts may not be available in the organization.
(iii) For posts requiring innovations and creative thinking, this method of recruitment cannot follow.
(iv) If the only seniority is the criterion for promotion, then the person filling the vacant post may not be really capable.
In spite of the disadvantages, it is frequently using as a source of recruitment for lower positions. It may lead to nepotism and favoritism. The employees may employ on the basis of their recommendation and not suitability.
(B) External Sources:
All organizations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needs when expansions are undertaking. Also learn, What is the External Sources of Recruitment?
The external sources are discussing below:
Methods of External Sources:
1. Advertisement:
It is a method of recruitment frequently use for skill workers, clerical and higher staff. Advertisement can give in newspapers and professional journals. These advertisements attract applicants in a large number of highly variable quality.
Preparing good advertisement is a specializing task. If a company wants to conceal its name, a ‘blind advertisement’ may give asking the applicants to apply to Post Bag or Box Number or to some advertising agency.
2. Employment Exchanges:
Employment exchanges in India are run by the Government. For unskilled, semi-skilled, skilled, clerical posts etc., it is often using as a source of recruitment. In certain cases, it has been made obligatory for the business concerns to notify their vacancies to the employment exchange. In the past, employers used to turn to these agencies only as a last resort. The job-seekers and job-givers are brought into contact by the employment exchanges.
3. Schools, Colleges, and Universities:
Direct recruitment from educational institutions for certain jobs (i.e. placement) which require technical or professional qualification has become a common practice. A close liaison between the company and educational institutions helps in getting suitable candidates. The students are spot during the course of their studies. Junior level executives or managerial trainees may recruit in this way.
4. Recommendation of Existing Employees:
The present employees know both the company and the candidate is recommending. Hence some companies encourage their existing employees to assist them in getting applications from persons who are known to them.
In certain cases, rewards may also be given if candidates recommended by them are actually selected by the company. If recommendation leads to favoritism, it will impair the morale of employees.
5. Factory Gates:
Certain workers present themselves at the factory gate every day for employment. This method of recruitment is very popular in India for unskilled or semi-skilled labor. The desirable candidates are selected by the first line supervisors. The major disadvantage of this system is that the person selected may not be suitable for the vacancy.
6. Casual Callers:
That personnel who casually come to the company for employment may also consider for the vacant post. It is a most economical method of recruitment. In the advanced countries, this method of recruitment is very popular.
7. Central Application File:
A file of past applicants who were not selected earlier may maintain. In order to keep the file alive, applications in the files must check at periodical intervals.
8. Labour Unions:
In certain occupations like construction, hotels, maritime industry etc., (i.e., industries where there is instability of employment) all recruits usually come from unions. It is advantageous from the management point of view because it saves expenses of recruitment. However, in other industries, unions may ask to recommend candidates either as a goodwill gesture or as a courtesy towards the union.
9. Labour Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled workers in brick kiln industry. The contractors keep themselves in touch with the labor and bring the workers to the places where they are requiring. They get the commission for the number of persons supplied by them.
10. Former Employees:
In case employees have been laid off or have left the factory on their own, they may take back if they are interested in joining the concern.
11. Other Sources:
Apart from these major sources of external recruitment, there are certainly other sources which are exploiting by companies from time to time. Also, These include special lectures delivering by the recruiter in different institutions, though apparently, these lectures do not pertain to recruitment directly.
Then there are video files which are sent to various concerns and institutions so as to show the history and development of the company. These films present the story of the company to various audiences, thus creating interest in them.
Various firms organize trade shows which attract many prospective employees. Also, Many a time advertisements may make for a special class of workforce who worked prior to their marriage.
These ladies can also prove to be the very good source of the workforce. Similarly, there is the labor market consisting of physically handicapped. Visits to other companies also help in finding new sources of recruitment.
Merits of External Sources:
1. Availability of Suitable Persons:
Internal sources, sometimes, may not be able to supply suitable persons from within. External sources do give a wide choice to the management. A large number of applicants may be willing to join the organization. They will also be suitable as per the requirements of skill, training, and education.
2. Brings New Ideas:
The selection of persons from outside sources will have the benefit of new ideas. The persons having experience in other concerns will be able to suggest new things and methods. This will keep the organization in a competitive position.
3. Economical:
This method of recruitment can prove to be economical because new employees are already training and experience and do not require much training for the jobs.
Demerits of External Sources:
1. Demoralisation:
When new persons from outside join the organization then present employees feel demoralized because these positions should have gone to them. There can be a heart burning among old employees. Some employees may even leave the enterprise and go for better avenues in other concerns.
2. Lack of Co-Operation:
The old staff may not co-operate with the new employees because they feel that their right has been snatch away by them. This problem will be acute especially when persons with higher positions are recruiting from outside.
3. Expensive:
The process of recruiting from outside is very expensive. Also, it starts with inserting costly advertisements in the media and then arranging written tests and conducting interviews. In spite of all this if suitable persons are not available, then the whole process will have to repeat.
4. The problem of Maladjustment:
There may be a possibility that the new entrants have not been able to adjust to the new environment. They may not temperamentally adjust with the new persons. In such cases either the persons may leave themselves or management may have to replace them. These things have the adverse effect on the working of the organization.
Suitability of External Sources of Recruitment:
External Sources of Recruitment are Suitable for The Following Reasons:
(i) The requiring qualities such as will, skill, talent, knowledge etc., are available from external sources.
(ii) It can help in bringing new ideas, better techniques and improving methods to the organization.
(iii) The selection of candidates will without preconceive notions or reservations.
(iv) The cost of employees will minimal because candidates selected in this method will place the minimum pay scale.
(v) The entry of new persons with varied experience and talent will help in human resource mix.
(vi) The existing employees will also broaden their personality.
(vii) The entry of qualitative persons from outside will be in the long-run interest of the organisation.
Learn, What is the External Sources of Recruitment? Explaining!
External sources of recruitmentseek applicants for positions from sources outside the company. External employees already worked for major companies or competitors have the better understanding of business strategy and competitive market. Though recruiting external candidates might be tougher it has some positive effect on business. Also learn, Internal Sources, What is the External Sources of Recruitment?
They have outnumbered the internal sources of recruitment. The various external sources include:
Professional or Trade Associations!
Many associations provide placement service to its members. It consists of compiling job seeker’s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on on specific job seekers, especially for hard-to-fill technical posts.
Advertisements!
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads to describe the job benefits, identify the employer and tell those interested how to apply. The newspaper is the most common medium but for high specialize recruits, advertisements may place in professional or business journals. Advertisements must contain proper information like the job content, working conditions, the location of the job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company’ image. It also cost effective.
Employment Exchanges!
Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filling. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers.
Campus Recruitments!
Colleges, universities, research laboratories, sports fields, and institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies.
Walk-ins, Write-ins, and Talk-ins!
The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees’ viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written inquiries. These job seekers are asking to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter for details talks. No application is requiring to submit to the recruiter.
Contractors!
They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experiencing in maintaining permanent workers are avoiding. Also learn, The Corporate Entrepreneurship Categories and Organizational Thinking!
Consultants!
They are in the profession for recruiting and selecting managerial and executive personnel. Useful as they have nationwide contacts and lend professionalism to the hiring process. They also, keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.
Head Hunters!
They are useful in specialize and skill candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involving are in the same field and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.
Recommendations and External Referrals!
There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filling by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can, later on, prove to be inefficient. Also learn, Different Critiques of Scientific Management by Workers and Employees!
Casual Callers!
This method of recruitment is concerned with using previously applying candidates as a source of recruitment. The applications already available in the employment office are using as sources of prospective candidates. In other words, applications from individuals who are already recording in the employment list can refer as new applicants and the best-suited candidates are selecting for the job. This method avoids the costs of recruiting people from other sources.
Radio, Television, and Internet!
The Radio and television are using to reach certain types of job applicants such as skilled workers. A Radio and television are using but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivering. The Internet is becoming a popular option for recruitment today. There are specializing sites like naukri.com. Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach.
Employment at Factory Level!
This a source of external recruitment in which the applications for vacancies are presenting on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to appoint. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as “BADLI” workers.
Competitors!
This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company. There are legal and ethical issues involving in raiding rival firms for potential candidates. From the legal point of view, an employee is expecting to join a new organization only after obtaining a ‘no objection certificate’ from his/ her present employer. Violating this requirement shall bind the employee to pay a few months’ salaries to his/ her present employer as a punishment. However, there are many ethical issues attach to it.
Mergers and Acquisitions!
When organizations combine, they have a pool of employees, out of whom some may not be necessary any longer. As a result, the new organization has, in effect, a pool of qualified job applicants. As a result, new jobs may create. Both new and old jobs may readily staff by drawing the best-qualified applicants from this employee pool. This method facilitates the immediate implementation of an organization’s strategic plan.
Internships!
A special form of recruiting that involves placing an employee in a temporary job. There is no obligation on the part of the company to permanently hire the employee and no obligation on the part of the employee to accept a permanent position with the firm. Hiring college students to work as student interns are typically viewing as training activity rather than as a recruiting activity. However, organizations that sponsor internship programs have found that such programs represent an excellent means of recruiting outstanding employees.
Unsolicited Applicants!
Many job seekers visit the office of well-known companies on their own. Such callers are considering the nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.
Evaluation of External Sources of Recruitment!
The merits of external sources of recruitment are;
The organization will have the benefit of new skills, new talents, and new experiences if people are hiring from external sources.
The management will be able to fulfill reservation requirements in favor of the disadvantaged sections of the society.
Scope for resentment, heartburn, and jealousy can avoid by recruiting from outside.
The demerits of external sources of recruitment are;
Better motivation and increase morale associated with promoting own employees re lost to the organization.
External recruitment is costly.
If recruitment and selection processes are not properly carrying out, chances of right candidates are rejecting and wrong applicants being select occur.
High training time is associating with external recruitment.
Learn, What is the Internal Sources of Recruitment? Explaining!
Internal sources of recruitmentseek applicants for positions from within the company. In deciding requirement of employees, initial consideration should give to a company’s current employees. Which is concerned with internal recruitment. They include those who are already available on the payroll of the company. This is the important source of recruitment as it provides opportunities for better development and utilization of existing human resources in the organization. Also learn, the Principles of Learning in Training, What is the Internal Sources of Recruitment?
The various internal sources of recruitment include:
Promotions and Transfers!
Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices. Circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions have many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection. Since information on the individual’s performance is readily available, is cheaper than going outside to recruit. Those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers.
However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.
Employee Referrals!
Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with the introduction and encouraging them to apply. This is a very effective means as many qualified people can reach a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.
Former Employees!
These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need for an orientation programme for them, since they are familiar with the organization.
Dependents of deceased employees!
Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill the social obligation and create goodwill.
Recalls!
When management faces a problem, which can solve only by a manager who has proceeded on long leave, it may decide to recall that persons after the problem are solving, his leave may extend.
Retirements!
At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with the new extension. Also learn, The Theory of Human Relationship Management!
Internal Notification (Advertisement)!
Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.
Previous Applicants!
This is considered as an internal source in the sense that applications from the potential candidates are already lying with an organization. Sometimes the organization contacts through mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs.
Advantages and Disadvantages of Internal Sources of Recruitment
The advantages of the internal sources of recruitment include the following:
Familiarity with own employees: The organization has more knowledge and familiarity with the strengths and weaknesses of its own employees than of strange to unknown outsiders.
Better use of the talents: The policy of internal recruitment also provides an opportunity to the organization to make a better use of talents internally available and to develop them further and further.
Economical recruitment: In case of internal recruitment, the organization does not need to spend much money, time and effort to locate and attract the potential candidates. Thus, internal recruitment proves to be economical, or say, inexpensive.
Improves morale: This method makes employees sure that they would prefer over the outsiders as and when they filled up in the organization vacancies.
A motivator: The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. The employees feel that organization feel that organization is a place where they can build up their life-long career. Besides, internal recruitment also serves as a means of attracting and retaining employees in the organization.
The main drawbacks associated with the internal sources of recruitment is as follows:
Limited choice: Internal recruitment limits its choice to the talents available within the organization. Thus, it denies the tapping of talents available in the vast labor market outside the organization. Moreover, internal recruitment serves as a means for “inbreeding”, which is never healthy for the future organizations.
Discourage competition: In this system, the internal candidates are protecting from the competition by not giving. The opportunity to otherwise competent candidates from outside the organization. This, in turn, develops a tendency among the employees to take the promotion without showing extra performance.
Stagnation of skills: With the feeling that internal candidates will surely get promoting. Their skill, in the long run, may become stagnant or obsolete. If so, productivity and sufficiency of the organization, in turn, decreases.
Creates conflicts: Conflicts and controversies surface among the internal candidates, whether or not they deserve the promotion.
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Recruitment and Selection Process Difference: The recruitment and selection process is one of the most important aspects of running new and established businesses alike. The right employees can take your business to new heights. The wrong ones can hurt business by missing sales, turning customers off, and creating a toxic workplace environment. Follow experts’ advice on each step of the recruitment and selection process to put together a team that fits with and enhances your business culture, goals, and objectives. Also learn, the Principles of Learning in Training, What is the difference between the Recruitment and Selection Process?
Learn, What is the difference between Recruitment and Selection Process?
Recruitment: “Recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also define as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.
It is one whole process, with a full life cycle, that begins with the identification of the needs of the company concerning the job, and ends with the introduction of the employee to the organization.
Selection Process:Employee Selection is the process of putting the right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can do only when there is effective matching. By selecting the best candidate for the required job, the organization will get the quality performance of employees. Moreover, an organization will face less absenteeism and employee turnover problems. By selecting the right candidate for the required job, an organization will also save time and money. Proper screening of candidates takes place during the selection procedure.
This article will help you to differentiate between the recruitment and selection process.
The Difference in Recruitment:
In recruitment, the purpose is to locate or find out probable candidates.
Recruitment is positive, in that the management interests in maximizing the number of personnel on the recruitment list; because the larger is the number of persons on the recruitment list – the more is the probability of a better selection.
Recruitment initiates the procurement aspect of personnel management.
Also, Recruitment is done much in advance of time; when candidates would need for placement on various jobs in the organization.
In selection, the purpose is to select candidates finally for appointment to various jobs in the organization.
Selection is a negative process. It is a process of systematic elimination of unsuitable candidates at different stages of the selection procedure. Only the most suitable ones can reach up to the placement stage. The number of candidates selected is far less than the number appearing on the recruitment list
Also, Selection is done slightly in advance of time; when candidates would need for placement on various jobs, in the organization. In case, the selection is done much in advance of the required time, the management would have problems as to retaining them up to the required time.
The selection procedure is not only money consuming; but also time and efforts consuming. Suitable arrangements have to make for designing and implementing an appropriate selection procedure; because of the nature of the job for which people have to select.
Difference between Recruitment Process and Selection Process
Learned, What is Recruitment? Meaning and Definition!
People are an integral part of any organization today. No organization can run without its human resources. In today’s highly complex and competitive situation, choice of the right person at the right place has far-reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. A Recruitment comes at this point in time in the picture. The Recruitment is a strategic function for HR department. Also learn, The Theory of Human Relationship Management, What is Recruitment?
Recruitment: means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understanding the process of searching for and obtaining applicants for the jobs, from among whom the right people can select. Also read, Partnership: How Does it work in Business?
Meaning of Recruitment!
Recruitment (hiring) is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions. Such as voluntary roles or unpaid trainee roles. Managers, human resource generalists, and recruitment specialists may task with carrying out recruitment. But, in some cases, public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are using to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.
A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selecting”.
In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit. The applications so as to have a pool of eligible candidates for scientific selection. Also, in recruitment, information is collecting from interest candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. are using. Also learn, What is the Deductive Method of Economics?
Definitions of Recruitment by Different Authors!
The process of finding and hiring the best-qualified candidate for a job opening, in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee into the organization.
According to Yoder “ Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.”
According to Edwin Flippo, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”
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