Podcast
Questions and Answers
What are the two major sources of candidates to fill the vacant positions?
What are the two major sources of candidates to fill the vacant positions?
Internal Source and External Source
External hiring is always preferred over internal hiring.
External hiring is always preferred over internal hiring.
False
What is the main advantage of internal recruitment?
What is the main advantage of internal recruitment?
What is the process that starts as soon as the need for additional personnel is identified?
What is the process that starts as soon as the need for additional personnel is identified?
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Promotions are best applicable for _____ or mid-level positions.
Promotions are best applicable for _____ or mid-level positions.
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Why might a company choose to hire from an external source?
Why might a company choose to hire from an external source?
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What method is used for internal recruitment when a position becomes available?
What method is used for internal recruitment when a position becomes available?
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What are the two major sources of candidates to fill the vacant positions?
What are the two major sources of candidates to fill the vacant positions?
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Internal recruitment is typically more expensive than external recruitment.
Internal recruitment is typically more expensive than external recruitment.
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What is the process of attracting the best individuals to join a company called?
What is the process of attracting the best individuals to join a company called?
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Why might a company choose to hire from external sources?
Why might a company choose to hire from external sources?
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The process that accomplishes internal recruitment is called __________.
The process that accomplishes internal recruitment is called __________.
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Study Notes
Human Resource Recruitment Challenges
- A large pool of graduates exists, but job availability is limited, leading to underemployment.
- The challenge is matching qualified applicants with available vacancies in a competitive market.
- Companies must attract and select the most suitable candidates to ensure service delivery.
- Organizational goals influence job requirements and the type of personnel needed.
Meeting Human Resource Needs
- Recruitment is the process of attracting qualified individuals to fill company vacancies promptly.
- It involves identifying, analyzing, and filling manpower requirements, ideally through effective human resource planning.
- Recruitment officers must identify needed knowledge, skills, and abilities (KSAs) based on job descriptions.
Major Sources of Recruitment Candidates
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Internal Source: Qualified candidates within the company are prioritized.
- Boosts employee morale and encourages performance.
- Creates career development opportunities and a chain effect of promotions.
- More cost-effective due to existing employee familiarity with company rules and regulations.
- Best suited for supervisory or mid-level positions.
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External Source: Hiring from outside is necessary when:
- No internal candidates are suitable.
- New technology requires new skills.
- Internal competition is causing conflict.
Methods of Human Resource Recruitment
- Job Posting: Internal recruitment method where vacancies are announced on company bulletin boards for employee applications. Qualified employees get preference.
Human Resource Recruitment Challenges
- High school and college graduates seeking employment outnumber available jobs in both government and private sectors.
- Many graduates may be underemployed due to a mismatch between their skills and available positions, or inadequate preparation for higher-level roles.
- Companies face the challenge of attracting and selecting the most qualified applicants to fill limited vacancies.
Meeting Human Resource Needs
- Effective recruitment attracts the best candidates in sufficient numbers and meeting the qualification requirements, encouraging applications.
- The recruitment process begins when a need for additional personnel is identified, ideally through sound human resource planning.
- Recruitment officers must identify necessary knowledge, skills, and abilities (KSAs) for vacant positions, usually outlined in existing job descriptions.
Sources of Candidates: Internal
- Internal recruitment uses qualified existing employees.
- Benefits include improved employee morale, career development opportunities, and cost-effectiveness due to existing familiarity with company rules and procedures.
- Promotions from within create a chain effect, filling multiple vacancies. This is particularly useful for supervisory or mid-level positions.
Sources of Candidates: External
- External recruitment is necessary when internal candidates lack the necessary skills or experience, particularly with new technology or immediate needs.
- External hiring can also mitigate internal conflict among employees vying for promotions.
Recruitment Methods: Job Posting
- Job posting (internal recruitment) involves publicly announcing available positions within the company, usually on a bulletin board.
- Qualified internal employees are given priority for promotions or transfers.
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Description
Explore key challenges in recruiting qualified candidates for job vacancies in a competitive market. This quiz highlights the importance of aligning organizational goals with recruitment strategies and identifies major sources for potential candidates. Understand how effective planning can improve the recruitment process.
