Comparative Analysis of Recruitment Strategies and Methods

This report delves into the multifaceted world of recruitment, a critical function within Human Resources. It explores the significance of placing the right person in the right job, examining both internal and external recruitment strategies. Internal recruitment, leveraging existing employees, offers cost and time savings while potentially boosting morale. However, it may stifle fresh perspectives and create workplace conflicts. External recruitment, on the other hand, broadens the talent pool, introducing new ideas, but requires more resources. The report also analyzes the role of recruitment agencies, highlighting their ability to connect employers with skilled candidates, particularly in sectors like IT, while acknowledging associated costs. Furthermore, it examines e-recruitment, or online recruitment, as a cost-effective method for reaching a large number of job seekers, though challenges like internet access limitations and screening complexities exist. The report concludes that selecting the appropriate recruitment method is crucial, considering the evolving business landscape and the increasing reliance on technology to streamline the process.

RECRUITMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY .................................................................................................................................3
CONCLUSION................................................................................................................................5
REFERENCES ...............................................................................................................................7

INTRODUCTION
Recruitment is the process of placing the right person on right job. It is one of the critical
HR (Human Resource) function for organisation. It is a finding process in which has to attracting
the skilled or desired resources to filling the empty posts. It sources the applicant with the
attitude and abilities are required for meets the organisational goals (Subject pool recruitment
procedures,2018).
MAIN BODY
INTERNAL RECRUITMENT
Internal recruitment is done when a organisation is looking for filling the vacant post
from within the organisation or from existing employees. Today organisation use to internal
recruitment to fulfilling the vacant position, it can motivate the existing employees to perform
effectively. It can also save the time and money of the organisation and promoting the existing
employees(Saks. 2017).
ADVANTAGES :
Internal recruitment cutting down the training costs and saving time all over training is
significantly money and time saver. It also boosts up the morale of the employee and encourage
them to giving their best efforts towards organisation's goals. And perform in effective and
efficient manner. It may also diminish the employee turnover ratio by matching the role of
candidate with its passion. By recruiting within the organisation may reducing the job
positioning and cost of screening (What is Internal Recruitment,2019).
DISADVANTAGES :
Using internal recruitment to filling the vacant posts have a drawback that it resists
entering fresh blood in the organisation which mean no fresh talent or ideas will come. By using
this way of recruiting you might loss this innovation. When a small business promote one person
over another one, it can create dispute on the workplace that affects all the employees. And a
organisation need to hire someone to replace the person who is promoted but the promoted

employee is no serving of the opportunity. It may create the conflicts among the employees who
work same.
EXTERNAL RECRUITMENT :
External Recruitment is the process of creating pool for the job for human resources
outsides the organisation and not for the existing staff to identify that if there is any skilled
and qualified person to fill and perform existing job position. It is the process of placing
rightly qualified person on the right job positions form outside the organisation. It may
provide the opportunity for fresh outlook on the organisation to stay competitive among
the industry. It also open up the door for fresh talent in the organisation (Internal versus
external recruitment,2018).
RECRUITMENT AGENCIES :
Recruitment agencies are the organisation who search job for jobseekers and employees
for the employers. Placing a right person on right job may take huge time and for many
organisations it is very difficult to find enough time to do it well so they hire the recruiting
agencies for filling the vacant post of the organisations. It fills the specific needs of the
employer. Agencies are a most important component of recruiting for IT sector in the UK
(Cameron and Harrison. 2016).
ADVANTAGES OF RECRUITMENT AGENCIES :
One of the benefit of a recruitment agencies is they work with both professionals who are
looking for career opportunities and employers who are searching for talent to fulfils their vacant
position. As they are connector between both parties to meets there requirements. One of the
advantage of recruitment agencies is not only advertising but they personally meet out the
professionals who fits on the particular post. Agencies may directly contacts the talent they know
and having help to identify the finest job that match according to there needs and talent.
DISADVANTAGES OF RECRUITMENT AGENCIES :
Recruitment agencies charging higher costs for the recruiting process. Generally
recruitment agencies charging fees around 20% to 30% of the employee's first salary. A
recruitment agencies can not guarantee for cultural fit of their recommended talent. One of the

disadvantage of recruiting through agencies is that the employer miss an opportunity to build
their own organisation's employer branding strategy.
E-recruitment:
ONLINE RECRUITMENT :
Online recruitment also known as E - RECRUITMENT, is the operation of hiring the
skilled applicant for filling up the vacant post, by using internet. In present time,
organisations use the internet to reach a big number of jobseekers to recruiting the top-
quality talent for the organisation at minimum cost in comparison to physical recruitment.
Normally all the jobs are advertising on the www. (world wide web), where jobseekers
attach there CV or resume for attracting the potential employers (e-Recruitment,2019).
ADVANTAGES OF ONLINE RECRUITMENT :
One of the huge advantage of online recruitment is it incurs low cost on per candidates in
comparison to physical recruitment process. It is not very time consuming process very less time
is required to appoint a skilled candidate on their right job. Right candidate for the right position
can be found easily by internet, and it is more easy to record all the details of the applicant. It is
beneficial to both employer and jobseeker (Szuwalski. and et.al., 2015).
DISADVANTAGE OF ONLINE RECRUITMENT :
Apart from all the benefits of online recruitment it has its own share disadvantage like
internet is not available across all locations, the organisation can not fully depend on online
recruitment methods. Checking and screening the thousand of resume for skill mapping is very
time consuming activity for business. Technological issues like some candidates may not sure
enough with security of online applications. Recruitments create many applicants per day so the
organisation should be much careful while using this (Rasmussen and et.al., 2019).
CONCLUSION
Form the above studies it has been concluded that the process of recruiting right
candidates for the right place is getting more difficult. The organisation tries the different
methods of recruiting to making this process more cost reliable and easy. Recruitments become

key element for all the organisations. Today the business world is completely changed,
organisations are more concern towards the technology. Recruitment via external environment
have few methods some has been covered above. All methods are appropriate for the
organisations.

REFERENCES
Books and Journals
Cameron, K.A. and Harrison, P.L., 2016. Patterns of scleractinian coral recruitment at Lord
Howe Island, an isolated subtropical reef off eastern Australia. Coral Reefs. 35(2). pp.555-
564.
Rasmussen. and et.al., 2019. TET2 binding to enhancers facilitates transcription factor
recruitment in hematopoietic cells. Genome research. 29(4). pp.564-575.
Saks, A.M., 2017. The Im practicality of Recruitment Research. The Blackwell handbook of
personnel selection. pp.47-72.
Szuwalski. and et.al., 2015. Examining common assumptions about recruitment: a meta‐analysis
of recruitment dynamics for worldwide marine fisheries. Fish and Fisheries. 16(4). pp.633-
648.
Online
e-Recruitment. 2019. [online]. Available through
<https://www.taylorfrancis.com/books/e/9781315172729/chapters/10.4324/978131517272
9-11/>
Internal versus external recruitment. 2018. [online]. Available through
<https://arxiv.org/abs/1606.00878/>
Subject pool recruitment procedures. 2018. [online]. Available through
<https://link.springer.com/article/10.1007/s40881-015-0004-4/>
What is Internal Recruitment. 2019. [online]. Available through
<https://www.pipefy.com/blog/human-resources/internal-recruitment/>

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