Planning your recruitment strategy can be a daunting task in today’s competitive talent environment.Knowing where to look, which sources of recruitment to use, how to structure your job ads, and how to move your candidates through the funnel are all essential skills that you need to land your perfect hire.Fortunately, with a bit of research and even more strategic planning, you can create a recruitment system to find, screen, and hire the right talent for your organization that’s repeatable and profitable for your company.One of the first steps in this strategic planning process is to understand which recruitment sources are available to you and how to harness them as part of your overall recruitment strategy. In this article, I’ll discuss the two main sources of recruitment: internal and external. Show
Before we get started, you should note that no single recruitment source will necessarily be the solution to all of your recruitment problems. You should be looking at several recruitment sources to broaden your search area and get your job postings in front of as many qualified candidates as possible. These recruitment sources involve motivating employees within your organization to apply for vacant job postings in the company.Think of this as a promotion or lateral movement motivator for your employees. Typically, vacant job postings would be communicated to your colleagues via internal job boards, word of mouth, intranets or wikis, or any other communication channels your team uses. Advantages of internal sources of recruitment
Showing your candidates that you’re willing to promote and move them into roles that will help further their careers demonstrates your commitment to them and their goals. It also means that you fill your vacancies with qualified and pre-screened candidates. Disadvantages of internal sources of recruitment
Another issue to consider with internal recruitment sources, however, is the potential tendency toward confirmation bias. Or, simply put, fewer outside voices introduced into your company to shake things up and move the dial.It’s always a good idea to take a hard look at the requirements for each job vacancy you have and, together with the hiring manager, determine if an internal or external candidate is the ideal solution. Examples of internal sources of recruitmentNow that we’ve talked about what internal sources are and why you should use them let’s look at a selection of examples. Here’s a list of some of the most common types of internal recruitment sources you can consider for your recruitment strategy.
Internal sources of recruitment are a fantastic way to harness the best assets you already have at your disposal: your employees. Couple these internal sources with external ones, and you’ve got yourself a robust and well-rounded recruitment strategy. What are external sources of recruitment?If internal recruitment sources refer to all potential candidates within your organization, then it makes sense that external recruitment sources all about motivating candidates outside of your company to apply.This is your typical candidate fishing expedition, and there are many ways to lure and catch an ideal applicant. You just need to find and deploy the right combination of external sources of recruitment. Advantages of external sources of recruitment
Disadvantages of external sources of recruitment
Before deploying external recruitment techniques, however, it’s important that you do your homework into who your candidate is, where they’re searching for jobs, and what they’re looking for.Be sure to tailor any external sources of recruitment to a well-thought-out strategy to ensure that you’re not inundated with hundreds of unqualified candidates.Depending on the strategy, external recruitment can be a time consuming and expensive endeavor, so you want to make sure your investment will yield positive results. Examples of external sources of recruitmentYou’re likely already familiar with many external recruitment sources – these are some of the most common techniques recruiters use to find candidates. To get you thinking, here’s a list of some of the most common external sources in use today.
As mentioned earlier in this article, no one source of recruitment will be the solution to all of your problems. Instead, take some time to strategically plan your recruitment process, know your candidate and deploy the sources that will yield the best bang for your effort and buck. Written by Brendan is an established writer, content marketer and SEO manager with extensive experience writing about HR tech, information visualization, mind mapping, and all things B2B and SaaS. As a former journalist, he's always looking for new topics and industries to write about and explore. Which of the following can be a disadvantage of internal recruitment?Cons. Limited bandwidth — Internal recruiters are limited by the hours in a day, and many have other priorities. Limited networks, reach, and talent pool — At some point, you'll tap out your staff network and need to go beyond referrals to find the best people for your positions and keep pace with growth.
Which of the following is a disadvantage of external recruiting quizlet?One disadvantage of external recruiting is that it brings "new blood" and ideas into the company. Recruiting companies can conduct a credit reference check without obtaining permission from the applicant. External recruiting is more costly than internal recruiting.
Which of the following is a disadvantage of external recruitment?Advantages and Disadvantages of External Recruitment Process:. Which of the following is an advantage of using external sources for recruiting personnel as opposed to hiring internally?Which of the following is an advantage of using external sources for recruiting personnel as opposed to hiring internally? The pool of talent available is substantially larger.
|