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Production Manager requesting additional employees to meet production targets, the time is very urgent, as Recruitment Manager recruitment process where you select internal or external, what is the reason?
study the benefit from internal Co. or external or training or for part time
In this case I could not find a reason to recruit Production Technical jobs (Technician, Engineers) internally. How can I get just jobs from inside.
If the need for more staff is for seasonal production only, then the Recruitment Manager may consider contractual staff for a short term depending on the production season. If the requirement is full-time and the production scale has been increased permanently, then permanent employees may be sourced from internal or external sources as applicable. Internal sources are usually more cost-effective but then, it depends on the skill sets required and their availability vs. demand!
First we have to exploit existing workers Are you working at full capacity and the possible employment of extra hours because the new training is required and this is expensive so you must calculate the cost of each of the alternatives, but the exploitation of workers may raise their morale when their incomes increase
ADVANTAGE BETWEEN INTERNAL & EKSTERNAL HIRING
Recruiting employees can be a somewhat precarious process. With the exorbitant cost of hiring and training an employee with job and soft skills matching the job description, making a mistake in this arena can substantially harm net profit for the entire year. One major consideration in recruitment is whether to hire externally or promote from within your organization. There are advantages to either method of filling openings.
Internal Recruitment
An internal recruitment strategy is characterized by promoting employees from within an organization to fill upcoming positions. Many firms use such devices as job posting boards, email flashes, intranet posts and fliers to advise existing employees of positions they may vie for. This recruitment may be in the form of creating and shuffling temporary teams to fill certain tasks or may be permanent changes. Internal recruitment may be primarily horizontal or it may be for promotions in which the promoted employee's former position may not be filled.
External Recruitment
An external recruitment strategy is one which a human resources department will systematically search the employee pool outside its own employees to fill positions. Many firms will use advertisements in newspapers, job search websites, job fairs and referrals from current employees to fill positions. Some companies will utilize a temporary employee agency to fill positions that can be completed quickly and with less company-specific skill required to complete the desired task. Other firms will use headhunters or hiring consultants to seek, screen and deliver employees for a fee.
Advantages of Internal Recruitment
Internal recruitment has some natural advantages. You do not have to "reinvent the wheel" with an internal recruit. He will likely understand your business model, your culture and your processes before assuming the new position. The resulting outcome is that he will assimilate into the new position faster than a new employee who will need to be trained on the many formalities of your firm from benefits to where your fire exits are before he can begin job-specific training. These employees take longer to find, longer to train, more money to prepare for the job and may not fully integrate into your culture after all of the training process. Often, the opportunity to advance provides a strong motivation in a firm that employs a strong internal recruitment strategy.
Advantages of External Recuitment
External recruitment also has some substantial advantages. Unlike internal recruits, you are getting an inflow of often completely new ideas with an employee who has not been exposed or overexposed to your corporate culture. An outside prospect often yields new ideas. She may bring information or methodologies from her former employer that can be integrated into your best practices. Internal job pools may cause problems with a larger company's diversity mix, and lead to problems with the Equal Employment Opportunity Commission in terms of promoting a diverse workplace. External job recruiting allows for rebalancing in this realm if needed. External recruiting may lead to team stability, as teams may remain intact when hiring externally.
Recruitment: Internal v External Recruitment
A business can recruit in two different ways:
Of course, the option to use BOTH internal and external recruitment can be used. This is often the case for senior management appointments.
Internal recruitment
Advantages:
Disadvantages:
External recruitment
Advantages:
Disadvantages:
Sources of Recruitment of Employees: Internal and External Sources | Recruitment The searching of suitable candidates and informing them about the openings in the enterprise is the most important aspect of recruitment process.
The candidates may be available inside or outside the organisation. Basically, there are two sources of recruitment i.e., internal and external sources.
Best employees can be found within the organisation… When a vacancy arises in the organisation, it may be given to an employee who is already on the pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organisation to work hard. The employees can be informed of such a vacancy by internal advertisement.
The Internal Sources Are Given Below:
1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs. These do not involve any change in rank, responsibility or prestige. The numbers of persons do not increase with transfers.
2. Promotions:
Promotions refer to shifting of persons to positions carrying better prestige, higher responsibilities and more pay. The higher positions falling vacant may be filled up from within the organisation. A promotion does not increase the number of persons in the organisation.
A person going to get a higher position will vacate his present position. Promotion will motivate employees to improve their performance so that they can also get promotion.
3. Present Employees:
The present employees of a concern are informed about likely vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieved of looking out prospective candidates.
The persons recommended by the employees may be generally suitable for the jobs because they know the requirements of various positions. The existing employees take full responsibility of those recommended by them and also ensure of their proper behaviour and performance.
The Following are The Advantages of Internal Sources:
1. Improves morale:
When an employee from inside the organisation is given the higher post, it helps in increasing the morale of all employees. Generally every employee expects promotion to a higher post carrying more status and pay (if he fulfills the other requirements).
2. No Error in Selection:
When an employee is selected from inside, there is a least possibility of errors in selection since every company maintains complete record of its employees and can judge them in a better manner.
3. Promotes Loyalty:
It promotes loyalty among the employees as they feel secured on account of chances of advancement.
4. No Hasty Decision:
The chances of hasty decisions are completely eliminated as the existing employees are well tried and can be relied upon.
5. Economy in Training Costs:
The existing employees are fully aware of the operating procedures and policies of the organisation. The existing employees require little training and it brings economy in training costs.
6. Self-Development:
It encourages self-development among the employees as they can look forward to occupy higher posts.
(i) It discourages capable persons from outside to join the concern.
(ii) It is possible that the requisite number of persons possessing qualifications for the vacant posts may not be available in the organisation.
(iii) For posts requiring innovations and creative thinking, this method of recruitment cannot be followed.
(iv) If only seniority is the criterion for promotion, then the person filling the vacant post may not be really capable.
Inspite of the disadvantages, it is frequently used as a source of recruitment for lower positions. It may lead to nepotism and favouritism. The employees may be employed on the basis of their recommendation and not suitability.
All organisations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken.
The external sources are discussed below:
1. Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and higher staff. Advertisement can be given in newspapers and professional journals. These advertisements attract applicants in large number of highly variable quality.
Preparing good advertisement is a specialised task. If a company wants to conceal its name, a ‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box Number or to some advertising agency.
2. Employment Exchanges:
Employment exchanges in India are run by the Government. For unskilled, semi-skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases it has been made obligatory for the business concerns to notify their vacancies to the employment exchange. In the past, employers used to turn to these agencies only as a last resort. The job-seekers and job-givers are brought into contact by the employment exchanges.
3. Schools, Colleges and Universities:
Direct recruitment from educational institutions for certain jobs (i.e. placement) which require technical or professional qualification has become a common practice. A close liaison between the company and educational institutions helps in getting suitable candidates. The students are spotted during the course of their studies. Junior level executives or managerial trainees may be recruited in this way.
4. Recommendation of Existing Employees:
The present employees know both the company and the candidate being recommended. Hence some companies encourage their existing employees to assist them in getting applications from persons who are known to them.
In certain cases rewards may also be given if candidates recommended by them are actually selected by the company. If recommendation leads to favouritism, it will impair the morale of employees.
5. Factory Gates:
Certain workers present themselves at the factory gate every day for employment. This method of recruitment is very popular in India for unskilled or semi-skilled labour. The desirable candidates are selected by the first line supervisors. The major disadvantage of this system is that the person selected may not be suitable for the vacancy.
6. Casual Callers:
Those personnel who casually come to the company for employment may also be considered for the vacant post. It is most economical method of recruitment. In the advanced countries, this method of recruitment is very popular.
7. Central Application File:
A file of past applicants who were not selected earlier may be maintained. In order to keep the file alive, applications in the files must be checked at periodical intervals.
8. Labour Unions:
In certain occupations like construction, hotels, maritime industry etc., (i.e., industries where there is instability of employment) all recruits usually come from unions. It is advantageous from the management point of view because it saves expenses of recruitment. However, in other industries, unions may be asked to recommend candidates either as a goodwill gesture or as a courtesy towards the union.
9. Labour Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled workers in brick klin industry. The contractors keep themselves in touch with the labour and bring the workers at the places where they are required. They get commission for the number of persons supplied by them.
. Former Employees:
In case employees have been laid off or have left the factory at their own, they may be taken back if they are interested in joining the concern (provided their record is good).
. Other Sources:
Apart from these major sources of external recruitment, there are certain other sources which are exploited by companies from time to time. These include special lectures delivered by recruiter in different institutions, though apparently these lectures do not pertain to recruitment directly.
Then there are video films which are sent to various concerns and institutions so as to show the history and development of the company. These films present the story of company to various audiences, thus creating interest in them.
Various firms organise trade shows which attract many prospective employees. Many a time advertisements may be made for a special class of work force (say married ladies) who worked prior to their marriage.
These ladies can also prove to be very good source of work force. Similarly there is the labour market consisting of physically handicapped. Visits to other companies also help in finding new sources of recruitment.
1. Availability of Suitable Persons:
Internal sources, sometimes, may not be able to supply suitable persons from within. External sources do give a wide choice to the management. A large number of applicants may be willing to join the organisation. They will also be suitable as per the requirements of skill, training and education.
2. Brings New Ideas:
The selection of persons from outside sources will have the benefit of new ideas. The persons having experience in other concerns will be able to suggest new things and methods. This will keep the organisation in a competitive position.
3. Economical:
This method of recruitment can prove to be economical because new employees are already trained and experienced and do not require much training for the jobs.
1. Demoralisation:
When new persons from outside join the organisation then present employees feel demoralised because these positions should have gone to them. There can be a heart burning among old employees. Some employees may even leave the enterprise and go for better avenues in other concerns.
2. Lack of Co-Operation:
The old staff may not co-operate with the new employees because they feel that their right has been snatched away by them. This problem will be acute especially when persons for higher positions are recruited from outside.
3. Expensive:
The process of recruiting from outside is very expensive. It starts with inserting costly advertisements in the media and then arranging written tests and conducting interviews. In spite of all this if suitable persons are not available, then the whole process will have to be repeated.
4. Problem of Maladjustment:
There may be a possibility that the new entrants have not been able to adjust in the new environment. They may not temperamentally adjust with the new persons. In such cases either the persons may leave themselves or management may have to replace them. These things have adverse effect on the working of the organisation.
External Sources of Recruitment are Suitable for The Following Reasons:
(i) The required qualities such as will, skill, talent, knowledge etc., are available from external sources.
(ii) It can help in bringing new ideas, better techniques and improved methods to the organisation.
(iii) The selection of candidates will be without preconceived notions or reservations.
(iv) The cost of employees will be minimum because candidates selected in this method will be placed in the minimum pay scale.
(v) The entry of new persons with varied experience and talent will help in human resource mix.
(vi) The existing employees will also broaden their personality.
(vii) The entry of qualitative persons from outside will be in the long-run interest of the organisation.
As a recruiter i will go for internal recruitment option to save time and money obviously, it will motivate other employees as well. It will be in favour of both the employer and the employee, benefits are mentioned below:
Employer: it will save time and money, attration can be reducded, again it will work as motivation, reduction of training time, building trust and transparency with employees.
Employees: will feel motivated they will put more efforts, undoubtely money, position, decision making authority, opportunity to learn new things
External if there were suitable employees inside and already hired, there was no need to hire new employees.
minimize cost and increase production
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definetely will go for external as per the expert workers available in the external list,coz the work will be done at time as the salary will be little higher for the external recruited as they know the dead line and will finish the work in the time.
