Job_Recruitment

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 do not have to be provided with benefits and can be dismissed without the ability to file unemployment. The downfall to this type of recruitment is that in addition to the temporary employee’s salary, an employer will also have to pay a certain percentage of the salary to the private employment or temporary agency. Another form of external recruitment is internet recruitment. This approach is cheaper, faster, and potentially more effective for the employer and possibly the employee as well. There are various websites that can be utilized to advertise employment. The benefit of internet recruitment is that it is cheaper, faster and reaches a broader range of people. Applicant tracking systems can be utilized to match the job requirements to potential applicants. One downfall to internet recruitment is that an employer may get a large variety of applicants that do not meet the minimum requirements. It is also a lot easier for applicants to lie on their resumes. Another very popular form of external recruitment is advertisement. This can be done through websites, newspapers, billboards, posters, radio, television, and email. One benefit of using advertisement is that it can reach a broad range of potential applicants. The downfall of advertising can be the cost as well as being time consuming and requiring a certain amount of creativity.