Our Lady of the Pillar College – Cauayan

San Fermin, Cauayan City, Isabela

Name: Jaasiel I. Garcia Semester: 1st / 2019-2020

Course Title: Human Resource Management Topic: Recruitment of Employees
Professor: Dr. Linda Simon Date: August 17, 2019

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs
in the organization. In order for a certain organization to fill in vacant positions, there has to be a
recruitment done. It is as important as job analysis because in recruitment, the company is welcoming
possible assets (applicants) of the organization as well as maximizing the potentials of the talents already
existing in the organization (old employees). There are different types of recruitment that happens in a
company. One is the planned recruitment which is due to the chain of promotions of employees. The
second type is the anticipated or that which the organization has already foreseen such as resignation of
employees. And the last is the unexpected which is due to circumstances the organization has not seen
coming. Either of these types of recruitment, an organization has to undergo this process once in a while.
The discussion made it clear that recruitment can be a tedious task for the organization specially if it is
one wish to use the external method (which is one of its disadvantages).
It has also been discussed that the two methods of recruitment have its set of advantage and
disadvantages. In internal recruitment, vacant positions are filled with existing employees. This can be
good since the post is being filled by someone who already knows the organization and only needs
minimal adjustment for the new position. It can be less tedious and less costly on the part of the
organization since they will be spared with tons of paper works and time-consuming activities such as
interviews. There will also be less disruption of organization operation since the post has been easily
filled. Employees may also feel motivated since good performance may be rewarded with an
advancement. However, it may not give the organization new and challenging ideas since the position
was filled by someone who is already inside their pool of ideas. It may even cause disputes inside the
organization since envious attitudes may arise. This method of recruitment may also increase the risk of
stagnation inside the organization because every one is used in the status quo and no one will challenge
the existing norms and ideas of the members of the organization.
When talked about external recruitment, employees are hired outside the company. This method of
recruitment ensures the company that there is a wide range of applicants one may choose from. This may
attract a diverse pool of human resources and may increase the chance of getting the best employee
among the pool. It also ensures that since the employee came from different organization, or that he/she
may carry different work ethics and background, there will be new ideas flowing in the organization.
There may be innovations coming from new employees since they are very enthusiastic about their new
work place. Nevertheless, this method requires a lot of work for the organization. It requires a lot of paper
works, and is time and resources consuming (taking into consideration every stages of this recruitment
needs monetary fund and human effort). Also, new employees may find it difficult to adapt to the
environment of the work place and may affect his/her productivity. In some cases, they never could adapt
to the working conditions and may cause premature resignation. Similarly, though there is a high chance
of getting the most competent among the pool, there is also a high chance of wrong selection and
nepotism. Leading to a mismatch in the position and the qualifications of the employee. This may affect
the productivity of the employee and the organization as a whole.
In summary, recruitment is necessary in an organization. It completes the work force of an organization to
ensure productivity. Choosing whether to use external or internal is dependent on the need of the
organization. Both have advantages and disadvantages. The key is to properly weigh the situation and
depend on the result of the job analysis. Either way, the end goal of it is to possibly get the best fit for a
certain position inside the organization.