Unit 2 Flashcards
Why is it important to evaluate the need for Recruitment?
- To collate vacancies
- Verify job description
- Verify entry criteria
- Verify budget
What is “Verify entry Criteria” known as?
It is known as the screening stage.
What are the areas of consideration when it comes to budgeting?
- Job boards and advertising
- Assessment
- external recruiting
- Partnerships
- Career page
- Employer branding events
- Salary cost of hiring team
What are the two primary methods when it comes to recruiting?
Internal and External
Explain Job posting
An internal job posting is an open job that is available to current employees within the organisation they work for. Many organisations and government departments post jobs internally to promote growth within current employees.
Briefly explain Job Bidding
It is a process in which applicants are required to compete with other applicants for a job position that has been posted by an employer or an organisation.
When will Job Bidding be used?
This method of recruitment is used when the number of applicants exceed the number of job positions that are being offered by a large number.
Briefly explain Print Media Advertisement
it is a traditional platform for recruitment where a job vacancy is posted in a physical platform informing of a job vacancy.
Explain Talent inventory
Talent inventory is used to list the professional attributes and expertise of employees within the organisation.
Explain Employee referrals
Employee referrals is a program where employers encourage current employees to refer qualified candidates for jobs in the organisation.
List and explain External Recruitment methods.
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Walk-in Applicant
Walk-in applicant takes place when the candidate does not apply online or through mail but comes into an office in order to apply for a job -
Print Media Advertisement
Print media advertisement is the most traditional platform for recruitment, where a job vacancy is posted in a physical platform of job vacancy. Print media advertisement is usually found in newspapers or flyers. -
Internet (E-Recruitment)
This method refers to the use of web-based technology for the various processes of attracting, accessing, selecting, recruiting and onboarding job candidates. E-recruitment tend to reach large number of potential employees.
List and explain the Advantages of internal recruitment.
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Reduce time to hire
The time needed to find and engage those candidates is much less as; - They are pre-screened for culture fit
- Their track record is easily accessible
- They may not always need full interviews with managers
- Reduced time spent on hiring stage and overall time to hire
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Shorten On-Boarding Times
Internal hires are quicker to adjust to a new role compared to an external hire, This is because; - They know how the company operates and most of the policies and practices.
- They may be familiar with people in their new team, especially in smaller businesses.
- The employees know the content and context of their new roles if they move within the same team or to a similar one.
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Cost less
External hiring cost 1.7 times more than internal hiring. This is because when hiring from within, it is usually not needed to: -
Post Ads on job boards
It is easier to inform internal candidates about job openings through emails or the organisations internal newsletter. -
Subscribe to resume databases
HR can ask managers about their team members or look into HRIS to find employees who might fit in the open roles. -
Pay for Background checks
Prior background checks may have already been conducted on internal candidates when they were first hired. Therefore the hiring department would know if they are in good standing based on their manager’s input or employee records. -
Strengthen Employee Engagement
Promoting from within sends a message that the organisation that the organisation value their employees and want to invest in them. Giving more employees more opportunities to advance their careers or letting them move to same-level positions that may interest them.
Take note that there is only 4 Advantages. The ones in bold are the advantages
List and explain the disadvantages of Internal Hiring.
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Create resentment among employees and managers
Employees who were considered for the role could feel resentful if a colleague or external candidate is eventually hired. Additionally, Managers are often uncomfortable losing good team members and may go further so as to hinder the transfer or promotion process. -
Leave a Gap in the exisiting workplace
When an exisiting employee is promoted to fill an open position, their old position becomes vacant. This meant that a series of moves and promotions may disrupt the business operations. The organisation may need to turn to external recruitment in addition to their internal hire. -
Limit your pool of applicants
If a role is fairly new to the business, the employees will have other specialities and may not be able to fill this skills gap. Relying solely on internal hiring means that the organisation could miss the chance to hire people with new skills and ideas. -
Result in inflexible Culture
An inflexible culture will be more problematic in leadership positions where employees may need to advocate for change and improvements instead of relying on established, inefficient practices.
List and Explain the advantages of external recruitment.
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Fresh outlook
External recruitment provides an opportunity for a fresh outlook on the industry that a organsation may need to stay competitive. -
Help spur and motivate exisiting employees
Fresh talent from the outside can help motivate the current employees to produce and achieve more in hopes of obtaining the next promotional opportunity. -
Learning new best practices in the industry
Recruiting outside the organisation allows a company to target the key players that could make its competition successful. Hiring a candidate with a proven track record for the competition allows the organisation to get an insider’s view as to what the competition is doing to be successful. -
Diversify Skills
Hiring an external candidate also opens up many opportunities to find experienced and highly qualified and skilled candidates who will help a organisation meet its diversity requirements.
List and explain the disadvantages of External recruitment.
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Higher costs and more time spent in recruitment
It can take longer and cost more than hiring from within the organisation. Recruitment advertisements cost money which could be avoided if the organisation had chosen to hire internally. -
Lower morale due to preceived loss in opportunity
It can damage employee morale as current employees may feel external recruitment will lower their chances for promotion. When employee morale decreases, productivity can also decrease. -
Longer time for new staff to be operationally ready
It takes time to train an external candidate on the systems the organisation use which will take the candidate longer to get up and running. -
Potential Culture Misfit and Conflict within staff team
It can be difficult to tell by candidate’s information whether or not he or she will fit in with the company and its employees. While a new employee may bring fresh outlooks and ideas, this can be considered a disadvantage as these ideas may produce conflict with current employees.
