Accounting technicians scheme west africa
A.6.3 External Recruitment
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- Unsolicited Applications
- Professional Organisations
- Types of Recruitment Advantages Disadvantages
| A.6.3 External Recruitment This has to do with the recruitment of employees from outside the organisation to fill vacancies. There are six sources of external recruitment ab Educational Institutions: Some organisations recruit employees direct from universities, polytechnics and other educational institutions. b) Unsolicited Applications: Some organisations receive unsolicited application letters from people seeking employment. Some of these applications are kept in view and the applicants are communicated when there are vacancies. c) Employee Referrals: This refers to the use of existing employees to recommend qualified applicants to fill vacancies. db Employment Agencies: An employment agency is an organisation that recruits employees for clients free of charge or fora fee. There are three types of employment agencies Public employment agencies, private employment agencies and management consultancies. e) Professional Organisations: Professional bodies (e.g. Institute of Chartered Accountants of Nigeria, Chartered Institute of Bankers of Nigeria etc, may recommend members to interested organisations for employment. f) Advertisement: This is the recruitment of employees by advertising on the internet, newspapers, television, radio, etc. 196 Table 4.1: Advantages and disadvantages of internal and external sources of recruitment Types of Recruitment Advantages Disadvantages Internal i) It creates promotion opportunities for employees. ii) It reduces the cost of recruitment. iii) The internal applicant is better known than those from external sources – the selection process is therefore simplified. iv) The organisation benefits from investment it made in training of employees. v) There is less risk of making mistakes in selection because it is easier to appraise the performance of internal applicants. vi) Increased employee commitment i) Qualified people may not be available within the organisations. ii) A strict internal recruitment policy might lead to inbreeding i.e. the perpetuation of old ways of doing things and stagnation of the organisation. iii) The organisation may lag behind others within the industry which are recruiting people with superior skills from outside. iv) Reduced talent pool v) It can breed unhealthy rivalry External i) It creates a large pool of people from which the organisation could recruit the best. ii) It helps bring in better qualified people into the organisation. iii) Reduced training costs iv) It enhances workplace diversity i) It is an expensive source of recruitment. Cost incurred on external recruitment includes cost of advertising, interviews, selection tests, background investigation and medical examinations. ii) The organisation could make the (iii)Wrong choice of employees. Download 3.37 Mb. Share with your friends:
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