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Hr590 Mid Term Essay

523 words - 3 pages

Mid Term Paper

Question #5, page 225

HR590 Human Resource Management

Keller Graduate School of Management of DeVry University

July 28, 2011

Part 1 of question #5:

Based on my quick research I’ve come to realize that most internal recruiters, at least in medium to large sized companies, commonly rely on web-based systems to do the initial screening of applicants. They tend to lack incentives, and also lack penalties, for how well they recruit. With external recruiters, there are often no metrics in place at all, other than time to fill. If metrics for quality of hire are clearly tracked and compared between internal and external recruiters, it can help identify the best recruitment model for a business because as an Human Resources (HR) person you will be able to tell who is providing the highest-quality candidates.

Part 2 ...view middle of the document...

Promotions and transfers offer employees a chance to advance within the company. Employee referrals represent another avenue for recruiting on an internal level. I can attest to the fact that I’m a product of internal recruitment within the United States Navy as a prior enlisted person after serving 10 years I received a commission as a Naval Officer.

External or outside recruitment efforts refer to a business attempting to attract top recruits and candidates from outside the organization. For entry level positions requiring specific education and training, corporations may focus efforts on recruiting new graduates from universities, colleges and technical programs. Strategies can include campus job fairs, and postings with graduate and career service offices. Recruiting through newspaper, radio and other media sources provides companies with an ability to reach a large pool. Such positions within medicine and criminal justice, can find qualified applicants through the use of industry job boards and professional organizations.

Part 3 of question #5:

A firm conducting internal recruitment can be cheaper and quicker to recruit, but this can also limit the number of potential applicants. Internal recruitment will tend to have people already familiar with the business and how it operates, but no new ideas can be introduced.

Where as firm conducting external recruitment can tend to lend to new innovation within the firm, but the process may be a lot longer. When doing external recruitment as stated earlier this will provide a larger pool of candidates, but this can also be a much more costly process due to the advertising and interviews that will be required. Basically, the decision lies within the firm starting at the Chief Executive Officer or Chief Operating Officer level.

References:

Internal or External Recruitment website http://www.simplehrguide.com/internal-or-external-recruitment.html

Human Resource Management Seventh edition

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