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Recruitment plays a key role in organisational strategies and future goals. With reference to the literature, this essay will focus on three major issues that relate to recruitment today. They are, recruitment sources, the selection process and structuring an interview. Each issue will be defined and discussed in relation to recruitment. Also shown will be the relationship between recruitment and organisational strategies. Recruitment sources are a major issue for an organisation when there is a new position vacant. Two key factors in this issue are internal and external sources. Internal sources are when an organisation encourages promotions within the company, rather than placing someone from the outside world straight into a superior position. According to De Cieri and Kramer (2003) there are several advantages to recruiting within the organisation. Firstly, “it is generally cheaper and faster to fill vacancies internally” (De Cieri & Kramar, 2003, p.187). Another key advantage is motivation and enthusiasm within the workplace. An incentive such as a promotion encourages employees to stay motivated and enthusiastic (Le Boeuf, 1990). If they continuously complete the work in a professional manner, he or she will reap the greatest rewards in the future when a position does arise. One more advantage for internal recruitment is all applicants will already be well known within the organisation. Furthermore, the applicants will have a better understanding of what the vacant position really is, whilst they will also know what to expect rather than having an exaggerated prospect of the jobs criteria (De Cieri & Kramar, 2003). A promotion within the organisation will often lead to a candidate vacating their position, which in turn is refilled by another employee awaiting a newly appointed position. This chain effect on promotion means that not only one position is filled within the organisation, but two or more positions will often be filled when internal recruitment is implemented. In contrast to internal recruitment, there are also several advantages on the external side of recruitment. One advantage that can play a key role in an organisation’s decision is the large number of applicants that can be chosen from. External applicants are predominantly more qualified and have the ability to bring new ideas, work techniques, production methods and training into the workplace. Other factors that may persuade recruiters to choose external recruitment are possible new contacts and customers that the external applicant might know on a personal level. In addition, the external applicant will bring a sense of competition, which will motivate internal employees to do their best within the workplace.
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