Compare Recruitment Strategies - Essay Example

Job Recruitment Strategies The process of job recruitment is one of the many human resource management (HRM) roles in any organization. It is one of the most important roles of any HRM since it determines the quality of human resource and consequently, quality of work output. It is important for any organization to find and retain high quality talents for the company to have better performance. This is because of the increased job competition and availability of high quality labor with more diverse recruitment policies adopted and implemented by the various recruiting organizations.

All organizations should therefore, be cautious and selective in the selection process since any mistake at this stage may at times have a long lasting consequence including high recruitment, development, and training costs. Effective recruitment will minimize the high incidences of employee turnover, improve the employee performance, and improve employee morale. Consequently, the organization will be in a position of meeting its goals and objectives. In order to achieve this, the organizations have adopted an employee recruitment strategy, which I have discussed.

According to Schuler, recruitment refers to “the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests” (Schuler, 1987, p. 267). There are two main methods of employee recruitment, which are internal recruitment and external recruitment. The internal involves job promotion, the transfer of existing personnel, or referrals.

This method is carried out through job posting, which is a job enrollment strategy that includes enlisting advertisements on physical and bulletin boards, corporate newssheets and via office memos. However, it is not always that the company will achieve the high quality of employees, which they were looking for in the recruitment exercise. Alternatively, the organizations can employ a second strategy known as the external recruitment strategy. The external recruitment strategies may take various forms such as job adverts on the internet, magazines, newspapers, and journals.

In addition, the organizations can use the employment agencies to recruit the best talent from other organizations publicizing on the web, or via trade fairs as well as college enrollments (Cascio, 2010).Various advantages are associated with internal recruitment. One of them is that, the potential employee is well known in advance therefore, making it simpler for the organization to select the best talent. In contrast, while recruiting from external sources, the recruiting agencies have less reliable sources, which make it hard for them to come up with the best reliable talent.

In addition, the insiders are well aware of the strengths and weaknesses of the organizations as well as the organizations culture and most importantly the people. In contrast to external recruitment, the recruit will take more time to know the people in the organization. Furthermore, it is cheaper and quicker to recruit from internal sources as compared to recruitment from external sources. On the other hand, recruitment from external sources has various advantages. One of them is that the best talent can be acquired from this kind recruitment while also the organization will train the recruit in the manner that they want (Cascio, 2010).

ReferencesCascio, W. (2010). Managing human resources: Productivity, quality of work life, profits. New York, NY: McGraw-Hill/Irwin.Schuler, R. (1987). Personnel and Human Resource Management, New York: West Pub. Co. Print.