EXTERNAL

RECRUITMENT (PART II)

LEARNING OBJECTIVES
Be able to recognize the
sources of external
recruitment

Be able to identify the

advantages and disadvantages
of external recruitment
 SOURCES OF EXTERNAL
RECRUITMENT
Recruitment sources are the specific means through
which potential employees are attracted to the firm.
 SOURCES OF EXTERNAL
RECRUITMENT
Social
Applicant Employment Employee
networking
initiated websites referrals
sites

Professional Colleges &

Employment Executive
associations & placement
agencies search firms
meetings offices

Social service Co-ops &

Job fairs
agencies internships
 • Space must be created for walk-ins to complete application forms and pre-employment
tests, hours must be established when applicants can apply for jobs, and procedures must

Applicant initiated be in place to ensure that data from these individuals are entered into the applicant flow
process.

• Ability to create and approve job requisitions online

Employment •
•
Manage recruiting tasks
Track the progress of open positions and candidates

websites • Report on recruiting metrics like time to hire, cost per hire, or equal employment
opportunity (EEO)

• Employees can refer people they know to their employer for consideration.
• Advantages of referral programs are: low cost per hire, high-quality hires, decreased hiring

Employee referrals time, and an opportunity to strengthen bonds with current employees.

• not a formal program

Social networking • Using media social sites such as facebook, Instagram, twitter, etc

sites
 • Technical and professional organizations meet around the country at least once a
Professional year.

associations & meetings

• Most colleges have a placement office or officer who is in charge of ensuring that a
Colleges & placement match is made between the employer’s interests & the graduating student’s
interests.
offices • Students sometimes avoid placement offices because they believe they will be
competing against the very best students and will be unlikely to receive a job offer.

• A good agency will screen out unqualified applicants and not attempt to dazzle the
organization with a large volume of resumes.
Employment agencies • A good agency will be in business for the long run and not misrepresent information
and invite turnover.

• Also known headhunters

• Like employment agencies, these firms contact, screen, and present resumes to
Executive search firms employers.
• Deal with higher-level positions
 • Provided by the government to help secure employment for those

Social service seeking it, particularly those currently unemployed.

• Refer to low to middle-level employees to employers

agencies
• Enables the organization to reach many potential candidates
• Applicants are favorably impressed by an organization’s information

Job fairs session and would be more likely to pursue employment with the org

• Meaningful experiences benefit both the organization and the student.

Co-ops & • The organization gains from the influence of new ideas the students
has been exposed to in their curriculum, and students gain from the
experience of having to apply concepts while facing the realities of

internships organizational constraints.

 THE ADVANTAGES OF EXTERNAL
RECRUITMENT

More chances of
New workers can bring The organization attracts recruiting a good fit
new skills and innovation a wider pool of home and because the organization
to the organization abroad is recruiting from a wider
pool
THE DISADVANTAGES OF EXTERNAL
RECRUITMENT

Existing employees
Recruitment
will not have the
More expensive process may be
chance to enhance
slower
the careers
RECRUITING INTERNALLY OR
EXTERNALLY?