- To find quality people to fill a vacancy, recruiters sometimes look in their own backyards first. Internal advertising of a job posting takes little effort. Either someone from the human resources department staples a notice to the bulletin board, the recruiter sends a mass email about the vacancy or both. The company's management recruits internally for a position when it feels that qualified applicants currently work there, and the organization benefits more in the long term by "keeping it in the family."
- When a qualified candidate does not currently work for the firm, the human resources department must find someone from the outside. To that end, companies place advertisements in newspapers, on the radio and on online job boards. Businesses make the choice to advertise externally based on certain factors, such as whether the company will benefit from hiring outside employees and whether these external candidates possess the skills to do the job.
- While external advertising costs money, asking your employees to pass along their friends' and family members' resumes does not. Recruiters use the referral system for vacant positions as well as positions that have yet to be created. The referral strategy works best for positions requiring minimal skill and training. However, a current employee might know someone who possesses excellent qualifications for a skilled position.
- For companies searching for new talent, colleges and universities represent a wide pool of potential employees. Although college students generally lack professional experience, entry-level employees receive lower salaries and their youth and energy can bring a much-needed infusion of motivation to a company. A business might recruit new grads because it believes these employees are hungry for success and ultimately will lead the firm to it.
previous post