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External Recruitment in Companies

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External Recruitment in Companies

Every business has various ways through which it does its recruitment process. External recruitment is one of the significant processes of recruitment in an organization or a business entity. It focuses on the outside applicants suitable for a job vacancy in an organization. Even though an organization can opt to use both internal and external recruitment process when hiring, some job positions require external recruitment, to ensure suitability and productivity. In this discussion, I will explore the external recruitment process, its disadvantages, advantages, and the job vacancies it can be suitably utilized (Breaugh, 2013).

External recruitment can apply to any job position for the sake of sourcing new ideas into an organization since the new professional will come with new skills and approaches to doing things. Some of the characteristics of a job that will require external recruitment include top positions like HRMs, CEOs, or COOs. Each of these positions requires new ideas, new skills, and expertise and new ways of doing things to ensure realization or set objectives, goals, and productivity (Marsden, 1994).

External recruitment has advantages and disadvantages in its usage during recruitment. It brings new ideas, skills, and expertise to the organization. It also focuses on the diversity of the organization culture through external sourcing; however, filling a job position through external recruitment is risky since the person might not be worth the post. Also, the internal members might cause conflicts or riots if an external person is recruited for a position suitable for an internal recruit. Internal recruitment is ideal in fostering reward and motivation for employees. It also helps to keep the organization’s culture and workability. However, internal recruitment prevents outside expertise and professionals from getting a job vacancy, and consistency in internal recruitment creates a stagnant organizational culture (Marsden, 1994).

 

 

References

Breaugh, J. A. (2013). Employee recruitment. Annual review of psychology64, 389-416.

Marsden, P. V. (1994). The hiring process: recruitment methods. American Behavioral Scientist37(7), 979-991.

 

 

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