Pros And Cons Of Recruitment For Employees

747 Words3 Pages
Section 1:
1. Internal Recruitment Sources: Internal recruitment can offer incentive for employees to perform well, but it also can create an atmosphere of competition that can be counterproductive.
a) Promotions:
1. Promotion will motivate employees to improve their performance so that they can also get promotion.
2.The higher positions falling vacant may be filled up from within the organization, this makes a significant reduction in training costs.
3.Promotion does not increase the number of persons in the organization, which can save labor costs.
4.Promotions can also promote loyalties, this can be happened among the employees, as they feel secured on account of chances of advancement.

1. Promotions discourage
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Internal politics will occur. For example, possible discontent of rejected applicants; new subordinates discount new boss’ knowledge and expect special treatment; etc. External Recruitment Resources: it is needed for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken.
a) Advertisement:
1. The advertisements can easily attract applicants in large number of highly variable quality, with the availability of large pool of qualified candidates, the selection process becomes more competitive in choosing the best-suited candidate.
2. Advertisements provide an opportunity for a fresh outlook on the industry that a company may need to stay competitive.
3. Advertisements also open up many opportunities to find experienced and highly qualified and skilled candidates who will help a company meet its diversity requirements.
4. Advertisement is an open process, external recruitment provides opportunity to all prospective candidates to apply for the vacant position in the organization. This, in turn, widens its options of selection.
1.Advertisement is very expensive in the sense that it requires update ongoing recruitment status to ensure the accuracy of the information of
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these are all require a high time cost to complete the collection of the information.
3.Selection process may not be effective enough to reveal the best candidate.
4. Advertisement can take a lot of energy from the HRM department to handle all the potential candidates.

b) Recommendation of Existing Employees:
1.The present employees know both the company and the candidate being recommended.
2. Infusion of new blood—The enterprise can expect to get fresh, talented candidates from outside. This means infusion of new blood and new ideas, into the enterprise represented by outside candidates.

1.If recommendation leads to favoritism, it will impair the morale of employees.
2.The new employee may require a longer adjustment or orientation
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