GROUP 4

Francisco, Rafael B.
Gapayao, Teresa Mikhaela
Go, Xyrel Ken
Guanzon, Kurt
Guanzon, Mark Rabie
Guivencan, Mary Leorena Grace
Internal
Recruitment and
External
Recruitment
Methods
Recruitment
Recruitment
• Recruitment is the process of • The firm may then select
attracting individuals on a those applicants with
timely basis, in sufficient qualifications most closely
numbers, and with related to job descriptions
appropriate qualifications to
apply for jobs with an
organization

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Recruitment
Recruitment Process
• It is a process of finding and
• Recruitment process includes
attracting the potential Recruitment planning,
resources for filling up the strategy development,
vacant positions in an searching, screening, and
organization. evaluation and control.

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1
Recruitment
Methods
 • Recruitment Methods are the

“
specific means used to attract
potential employees to the firm.
• Identifying productive sources of
applicants and using suitable
recruitment methods are essential
to maximizing recruiting
efficiency and effectiveness.

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Internal Reruitment
Methods
▸ Internal Recruitment is the process of filling
vacancies within a business from its existing
workforce.
▸ Many companies today use this kind of method to
fill roles in their business hat are best suited to
having an insider’s view or knowledge, as well as
encourage loyalty and a sense of progress for
employees
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▸ Internal Recruiting is an
important aspect of any business
as it can save time, money, and
resources when compared to
recruiting externally

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Types of Internal
Recruiting
Job Postings Job Bidding
Is a procedure for informing Is a procedure that permits
employees that job opening employees who believe that
exist. they possess the required
qualifications to apply for a
posted job

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Employee Referrals
Employee referrals involve an
employee of the company
recommending a friend or
associate as a possible member
of the company. In many
organizations , the use of
employee referrals produces
the most and best-qualified
applicants
Transfer
A transfer typically entails
moving to he same job at a Promotions
different location or a similar A promotion is the
level job a different department advancement of an employee’s
rank or position in an
organizational hierarchy
system. A promotion can
involve advancement in terms
of designation, salary and
benefits. He opposite of a
promotion is demotion
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Advantages of Internal
Recruiment
▸ Reduces Training Costs- by leveraging
employees that you already have, you don’t need
to train new employees. Even if new systems or
other small processes need to be taught, not
having to go through the entire training and is
significant time and money saver.

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▸ Boost employee morale-
everybody wants to feel like they
matter in their organization.
Promoting from within and/or
getting people into roles that
they are passionate about will
boost both morale and your
bottom line.

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 ▸ Decrease employee turnover-
▸ Reduce job posting and
screening costs- by recruiting
from within, you cut the meed to
have the hiring manager or
recruiter post/ advertise jobs and
screen unqualified candidates.
in most cases, unplanned
turnover is a negative event in an
organization. A high employee
turnover rate can be a sign that
something is wrong in your
company . By matching internal
candidates with roles that fit
their passions and unique skill
sets, you can increase the chance
that they will stay with your
company.
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Disadvantages of
Internal Recruiment
▸ Lack of fresh perspectives- one of the benefits
of external recruitments is hiring employees with
fresh ideas and how perspectives that can result in
new insights for your company. By recruiting
from within you might miss out on these
innovative perspectives.

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 ▸ Replacing the employee you
▸ Workplace jealousy- humans
are emotional beings. Assuming
you make a strong hire,
recruiting externally can be help
you avoid some of the workplace
jealousy that results when
someone loses out on a
promotion that goes to a
coworker
promote/transfer- in many cases ,
when someone gets promoted or
transferred to a new role the
previous position doesn’t magically
go away. You are still going to have
to find somebody, either internally
or externally, to fill that role.
Recruiting internally can seem like a
quick way to fill open positions on
the surface, but if you don’t have
someone in mind to fill the position
then it can open up an entirely new
can of worms
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How to Recruit from
within your own
compay
▸ Set up your processes- Get your internal job
board running; decide who should be included in
making these decisions; and make a clear and
concise policy for both managers and employees.
Having all of these set up before you roll it out to
your employees will save you a lot of time.

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 ▸ Replacing the employee you
▸ Use an ATS ( Applicant
Tracking System) – adopting an
internal recruitment strategy
could potentially inundate you
with applicants. Have an ATS in
place to easily keep track of the
entire hiring process of both
internal and external candidates.
promote/transfer- in many cases ,
when someone gets promoted or
transferred to a new role the
previous position doesn’t magically
go away. You are still going to have
to find somebody, either internally
or externally, to fill that role.
Recruiting internally can seem like a
quick way to fill open positions on
the surface, but if you don’t have
someone in mind to fill the position
then it can open up an entirely new
can of worms
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▸ Encourage your Employees-
this strategy only works if your
employees actually know that
you want them to apply
internally. Have a meeting with
the managers at your company
and advise them to encourage
employees to look at the internal
job board regularly. This will
ensure you have a constant
stream of qualified internal
candidates
▸ Screen- just because candidates
are already employed at your
company does not mean the
screening process should be any
less rigorous. Make sure that
people are applying for jobs that
fit their skill sets, and that your
company would benefit more
from a current employee in a
new role versus their current role
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▸ Be Fair- the last thing you don’t
want is for your nifty new
internal recruitment strategy to
backfire and cause negativity in
the workplace. Have multiple
stakeholders involved in the
interview and promotion process
to quickly weed out internal
candidates using a fair and
transparent process.

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External Reruitment
Methods
▸ At times, a firm must look beyond its own borders
to find employees, particularly when expanding its
workforce. External recruitment is needed to (1)
fill-entry-level jobs; (2) acquire skills not
possessed by current employees; and (3) obtain
employees with different backgrounds to provide
a diversity of ideas.

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Types of External
Recruiting
High Schools and Vocational Schools
Organizations concerned with recruiting clerical and other entry-
level employees often depend on high schools and vocational
schools. Many of these institutions have outstanding training
programs for specific occupational skills, such as home
appliance repair and small engine mechanics. Some companies
work with schools to ensure a constant supply of trained
individuals with specific job skills. In some areas, companies
even loan employees to schools to assist in the training
programs.
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▸ Colleges and Universities - Colleges and universities represent a major
recruitment source for potential professional, technical, and management
employees. Placement directors, faculty, and administrators can be helpful
to organizations in their search for recruits. Establishing a relationship with
faculty members is important because most professors are well aware of
their students’ academic performance and abilities. Because on-campus
recruitment is mutually beneficial, both employers and universities should
take steps to develop and maintain close relationships. It is important that
the firm knows the school and the school knows the firm.

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▸ Media Advertising
Advertising communicates the firm’s employment needs to the public
through media such as newspapers, trade journals, radio, television, and
billboards. The firm’s previous experience with various media should
suggest the most effective approach for specific types of jobs. Although few
individuals base their decision to change jobs on advertising, ads create
awareness, generate interest, and encourage a prospect to seek more
information about the firm and the job opportunities that it provides. A
traditional common form of advertising that provides broad coverage at a
relatively low cost is the newspaper ad. Firms using the newspaper ad
attempt to appeal to the self-interest of prospective employees, emphasizing
the job’s unique qualities. Recently, the use of newspaper advertising has
declined because other recruiting methods are more effective and less
expensive.
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▸ Private Employment Agencies - Private employment agencies, often
called “headhunters,” are best known for recruiting white collar employees
and offer an important service in bringing qualified applicants and open
positions together. Firms and job hunters use private employment agencies
for virtually every type position. Job seekers should carefully select the
employment agency to use because there are both good and bad recruiters.
Today, private employment agencies often specialize in filling a particular
niche in the job market. Agencies should be selected based on knowledge of
the industry and the specific position being sought.

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▸ Events - Apart from job fairs, there are many other events you can attend
to meet potential candidates. From networking events to gatherings that
your target audience might attend (such as seminars and conferences), you
get a chance to meet some truly talented candidates.

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▸ Internship- An internship is a special form of recruitment that involves
placing a student in a temporary job with no obligation either by the
company to hire the student permanently or by the student to accept a
permanent position with the firm following graduation. During the
internship, the student gets to view business practices firsthand. At the same
time, the intern contributes to the firm by performing needed tasks. In
addition to other benefits, internships provide opportunities for students to
bridge the gap from business theory to practice.

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Advantages of external
Recruiment
▸ There’s a Bigger Pool of Candidates to Choose
from- Perhaps the biggest advantage of eternal
recruitment is that it gives you more options. On
the other hand , it opens you to almost anyone
who’s looking for a job. You could have hundreds
of CVs to review, which can increase your
chances of finding a candidate that matches your
exact criteria.
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 ▸ It helps to Avoid Internal
▸ It attracts New Skills and Ideas-
Problems- Although you
one of the greatest perks of hiring
shouldn’t allow internal politics
beyond your own four walls is that
to dictate your strategy, it’s still
I can expose your company to new
worth mentioning that recruiting
and creative ideas. By injecting
externally can potentially save
fresh blood, you can ensure that
you a boatload of office drama.
the business will benefit from the
While promotions and transfers
differing experiences and thought
are important for employee
processes that your new hire will
motivation and retention, they
have. Besides, if you want your
can also create tension between
company to grow, it’s important to
staff and management,
hire employees with a diverse mix
particularly if the role is a highly
of expertise and skills.
desirable one.
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Disadvantages of
external Recruiment
▸ It’s Time-Consuming- One of the biggest issues
with external recruitment is that it can be
extremely time-consuming. From ensuring that
you have written an engaging job description to
finding the best place to advertise it, it can take a
lot of time to prepare everything for the selection
process.

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 ▸ It’s costly – Advertising a job
▸ It’s a Bigger Risk - Even though,
vacancy can be very expensive,
as mentioned, hiring someone new
especially if you are trying to
means opening the door to new
gain maximum exposure on
and different ideas, There are also
major job boards. To reduce cos
several risks that you need to
and improve results, you can
consider. Hiring an eternal
always target niche boards but,
candidate means they’ll have a
ultimately, the longer your advert
limited understanding of the
runs, the more costs are going to
company and its culture, and this
rack up- with no guarantee of a
will inevitably prevent them from
return at the end,too.
adjusting quickly. In a worst-case
scenario, they might not just adjust
at all.

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