The persons having experience in other concerns will be able to suggest new things and methods. This will keep the organisation in a competitive position. This method of recruitment can prove to be economical because new employees are already trained and experienced and do not require much training for the jobs.
When new persons from outside join the organisation then present employees feel demoralised because these positions should have gone to them. There can be a heart burning among old employees.
Some employees may even leave the enterprise and go for better avenues in other concerns. The old staff may not co-operate with the new employees because they feel that their right has been snatched away by them. This problem will be acute especially when persons for higher positions are recruited from outside. The process of recruiting from outside is very expensive. It starts with inserting costly advertisements in the media and then arranging written tests and conducting interviews.
In spite of all this if suitable persons are not available, then the whole process will have to be repeated.
There may be a possibility that the new entrants have not been able to adjust in the new environment. They may not temperamentally adjust with the new persons. In such cases either the persons may leave themselves or management may have to replace them.
These things have adverse effect on the working of the organisation. You must be logged in to post a comment. Differences between External and Internal Source of Recruitment. Leave a Reply Click here to cancel reply. We use cookies on our website to give you the most relevant experience by remembering your preferences and repeat visits.
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These cookies ensure basic functionalities and security features of the website, anonymously. The cookie is used to store the user consent for the cookies in the category "Analytics". Another way to recruit from present employees is transfer without promotion. Transfers are often important in providing employees with a broad-based view of the company, necessary for future promotions.
Employee Referrals This can be a good source of internal recruitment. Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing cards of introduction, and even encouraging them to apply. Former Employees Former employees are also an internal source of applicants.
Some retired employees may be willing to come back to work on a part-time basis or may recommend someone who would be interested in working for the company. Sometimes, people who have left the company for some reason or the other are willing to come back and work.
Individuals who left for other jobs, might be willing to come back for higher emoluments. An advantage with this source is that the performance of these people is already known. Based on a limited number of studies, there appears to be some merit to the argument that the proposed processes hold in some cases or situations but not in others.
For example, one study found differences in source effects across racial and ethnic lines: Employee referrals were associated with lower turnover for White applicants, but employment agencies yielded the lowest turnover among Blacks. Another study found that the use of employee referrals in Mexico was associated with higher turnover, the opposite of the effect observed in U. A full range of contingency factors for recruitment source effects has not yet been specified.
Despite the observed advantages of informal recruiting sources, heavy reliance on these sources does raise concerns. Several studies found differences in recruitment source use by gender and by race and ethnicity, with White males more likely to use informal recruitment sources than are women or people of color.
Therefore, organizations that rely on informal recruitment to reduce turnover may be trading opportunities to diversify their workforce. A complete assessment of recruiting source effectiveness should incorporate a variety of recruiting goals, something that is not always done in recruiting source research.
A recruiting source that is growing in popularity and in research attention is the Internet. Descriptive research suggests that Web sites are already among the most commonly used recruitment sources across a wide variety of jobs, and their use is expected to grow.
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