2.

0 Method of External Recruitment

2.1 Direct recruitment
Process of recuiting qualified candidates from external sources by placing a notice of vacancy
in an organizations notice board. The detail of the job will specified on the notice board.
This method is useful for the recruitment of blue-collar, white-collar and technical workers.
This method is suitable when there is high suppy of human resources in the market.

2.2 Casual callers

Concerned when using previously apply candidates as a sources of the recruitment. The
applications already available in the employment office are used as source of prospective
candidates. In other words, applications from individual who are already recorded in the
employment list can be referred as new applicants and the best suited candidates are selected
for the job. This method avoids the costs of recruiting people from other sources.

2.3 Advertising
The most common and popular methods of recruitment under which the job vacancy is
announced through different print and electronic media. Advertisement is used to attract the
best qualified and experienced personnel. The job description and specifications are specified
in the advertisement to allow self-screening.

2.4 Employment agencies

Employment agencies run by private, public or government sectors are regarded as an
important source of recruitment for unskilled, semi-skilled and skilled jobs. The agencies are
likely to have a list of qualified candidates in their record, and they render the service as the
recruitment from other organizations for employment.

2.5 Colleges and universities

Also known as campus recruitment. Under this method of external recruitment, educational
institutions such as colleges and universities offer opportunities for recruiting fresh
candidates. Most educational institutions provide placement service where the prospective
recruiters can review credentials and interview the interested graduates.

2.6 Labour contractors

Important sources of recruitment under which workers are recruited through contractors.
However, this method of recruitment is not used by many business firm and organizations.

3.0 Method of Internal Recruitment

3.1 Promotions and Transfers
A transfer is a lateral movement within the same grade, from one job to another. It may lead
to changes in duties and responsibilities working conditions. Promotion, on the other hand
involves movement of employee from a lower level position to a higher level position
accompanied by changes in duties, responsibilities, status and value.

3.2 Job Posting

The organization publicises job opening on bulletin boards, electronic method and similar
outlets. One of the important advantages of this method is that is offers a chance to highly
qualified applicants working within the company to look for growth opportunities without
looking for greener pasturer outside.

3.3 Employee Referrals

Means using personal contacts to locate job opportunities. It is recommendations from a
current employee regarding a job applicant. The logic behind employee referral is that it
takes one to know one. Employee working in an organization, in the case are encouraged the
names of their friend, working in other organizations for a possible vacancy in the near
future.

Figure 1.0: Advantages and disadvantages of internal and external

recruitment.
Advantages

Internal
Recruitmen
t

External
Recruitmen
t

1. Cheaper and quicker recruit.

2. People already familiar with the
business and how it operate.
3. Provide opportunity for
promotion with the business can
be motivating.
4. Organization already know the
strengths and weakness of
candidates.
1. Outside people bring in new
ideas.
2. Larger pool of workers from
which to find the best candidate.
3. People have wider range of
experience.

Disadvantages
1. Limits the number of potential
applicants.
2. No new ideas can be introduced
from outside.
3. May cause resentment amongst
candidates not appointed.
4. Creates another vacancy which
needs to be filled.
1. Longer process.
2. More expensive process due to
advertising and interview
required.
3. Selection process may not be
effective enough to reveals the
best candidate.