Posting job

Internal
Rehiring

Recruiting via the Internet

INTERNAL & Advertising
EXTERNAL Employment Agencies
SOURCES
Recruitment process outcources
Alternative Staffing + The Temp Agency
Offshoring & Outsourcing jobs
External Executive Recruiters
College Recruiting
Referrals & Walk-ins
1. Internal Source
Internal sources refers to the recruitment
of employees who are already a part
of the existing payroll of the
organization.

Pros Cons
Managers
Incomeare familiar with the
Statement

employee's weaknesses and Can be a waste of time

strengths
Boost morale and engagement Those who are rejected could
Require less orientation and be feeling discontented
training than outside
 FINDING INTERNAL CANDIDATE

publicizing the open job

to employees with
information like
Posting job qualification, supervisor,
work schedule and pay
rate

rehiring a former
employee or
group of
Rehiring employees
2. External Source
2.1 DEFINITION

​The External Sources of Recruitment mean hiring

people from outside the organization

2.2 RECRUITING VIA THE INTERNET

Could you give us some platforms/websites you

used to find a job?
2.2 RECRUITING VIA THE INTERNET
Recruiting via the Internet also known as online recruitment,
is the use of technology to attract candidate and aid the
recruitment process

Pros Cons

Cost-effectiveness

Low Quality of Applicants

Better Chance of Finding Difficult to measure their

the Best Candidate effectiveness

Flexible
2.3 ADVERTISING

The media
CONSTRUCTING (WRITING) THE AD

 CONSTRUCTING (WRITING) THE AD

The ad should
Arousing prompt action
Generate desire, shifting with a statement
interest in the consumers like “call today”
Create brand benefits of your from 'like' it to
awareness or product or 'want it'
association with service
your product or
service
4
3
2
1
2.4 EMPLOYMENT AGENCIES

A business that helps people to find suitable jobs or

companies to find suitable employees

Public and
non-profit
agencies Private employment agencies
2.5 RECRUITMENT PROCESS OUTCOURCES
Special vendors that handle all or most of an employer’s
recruiting needs.

Usually sign short-term contracts

Receive a monthly fee that varies with the

amount of actual recruiting the employer
needs done

Ex: Large RPO providers include ManpowerGroup Solutions, IBM, and

Randstad Sourceright.
2.6 ALTERNATIVE STAFFING + THE TEMP AGENCY

ALTERNATIVE TEMPORARY
STAFFING METHODS AGENCIES
ALTERNATIVE STAFFING

TEMPORARY WORKERS IN-HOUSE TEMPORARY CONTRACT TECHNICAL

EMPLOYEES EMPLOYEES

hiring temporary workers. employed directly by the highly skilled

specific period of time, company under contract from an outside
includes fixed-term, project - short-term basis technical services firm
or task-based contracts
THE TEMP AGENCY

DIRECT HIRES TEMPORARY STAFF AGENCIES

A
Direct hiring G
E
N
C
Y
Placing on the job
Directly pay Handles all the recruiting, screening
and payroll administration
 THE TEMP AGENCY

WHY USING ?
More flexibility

Faster hiring process

Lower costs on training and time-saving

for recruitment, screening

The need for short-term staff

TEMPORARY STAFF AGENCIES?
2.7 OFFSHORING & OUTSOURCING JOBS

OFFSHORING OUTSOURCING JOBS


Offshoring Outsourcing

Getting work done in a different Contracting work out to an external

Definition
country organization

Lower costs
Pros Better availability of skilled people
Getting work done faster through a global talent pool

Criticized for transferring jobs to

other countries Misaligned interests of clients and
Geopolitical risk, language vendors
differences and poor Increased reliance on third parties
Cons
communication Lack of in-house knowledge of critical
The need to deal with foreign (though not necessarily core) business
contract, liability, legal systems operations etc
issues
2.8 EXECUTIVE RECRUITERS ( HEADHUNTERS)

Special employment agencies employers retain to seek out

top-management talent for their clients
2.8 EXECUTIVE RECRUITERS

Pros Cons

Having many contacts

Ensuring that the recruiter
Adapting to finding qualified
really understands your
candidates who aren’t actively
needs and then delivers
looking to change jobs
properly vetted candidates.
Keeping your firm’s name
confidential
Persuading you to hire a
Saving top management’s
candidate more than in finding
time by building an applicant
one who will really do the job.
pool
2.9 COLLEGE RECRUITING
College recruiting is to send an employer’s
representatives to college campuses to prescreen
Revenues
applicants and create an applicant pool from the
graduating class

There are some photos of our school's job fair 2020

2.9 COLLEGE RECRUITING

Recruiting is expensive

Schedules must be set well in advance

Recruiters are sometimes ineffective:

unprepared, show little interest in the
candidate
Need to train recruiters in how to interview
candidates, how to explain what the company
has to offer
 2.10 REFERRALS AND WALK-INS
Referrals
The company announces job vacancies in
its website, bulletin boards, wallboards. Cash
rewards may be offered to successful
referrals
walk-ins
Direct applications made at office- is a
good source of hourly-paid workers. The
company puts up signs outside the office or
at the factory gate
 Group 7

Team's members
1. Nguyễn Thị Ngọc Thi - 4501751244
2. Trần Thu Thảo - 4501751239
3. Nguyễn Công Thiện - 4501751248
4. Trần Thị Thùy Trang - 4501751277
5. Hoàng Thanh Thủy - 4501751256
6. Trần Thị Thuỷ - 4501751257
7. Trần Thị Thanh Thơ - 4501751249
 Posting job
Internal
Rehiring

Recruiting via the Internet

INTERNAL & Advertising
EXTERNAL Employment Agencies
SOURCES
Recruitment process outcources
Alternative Staffing + The Temp Agency
Offshoring & Outsourcing jobs
External Executive Recruiters
College Recruiting
Referrals & Walk-ins