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The efforts and talents of employees impact the achievements of the company in which they work, and the search and recruitment of new workers are crucial tasks of the Human Resources (HR) manager. Specialists need to know various recruiting methods and their advantages and disadvantages to apply them depending on the companys needs and situation. At the same time, society is changing and developing, and new trends and values appear, affecting labor relations. While managers can use various external and internal methods to recruit applicants, they must all consider the impact of the diversity and technology trends, which have significantly changed HR processes.
Internal and External Recruitment
Recruitment sources can be divided into two types internal and external. The managers in their activities can use both but must consider their strengths and weaknesses. With internal recruitment, the search for candidates occurs within the company, which involves offering them a new position and promotion. An employee who has been promoted is already familiar with the peculiarities of the companys work. A new job can motivate and increase morale, which is the advantage of internal methods (Mathis et al., 2020). Moreover, the cost of recruitment is lower, and the employee receives career development. However, with such methods, workers with new ideas and views do not arrive at the company, and the struggle for promotion can lead to hostility and dishonest actions among staff. These methods are more suitable for companies focused on stability and less susceptible to changes under the influence of external factors.
External recruitment is concentrated on finding new workers from outside. In this case, the manager has a broader selection of candidates who can bring new ideas and unique expertise to the company. At the same time, more applicators imply a high load on the HR department, and sometimes the selected candidate may not meet the expectations (Mathis et al., 2020). Moreover, new employees need a period of adaptation to work and duties. External recruitment methods are necessary when an organization operates in a rapidly changing competitive environment.
Strategic Recruitment Regarding Diversity
A diverse workforce means finding and hiring employees with different backgrounds regarding ethnicity, disability, gender, and other characteristics. When recruiting, managers should consider equal employment opportunity regulations and ensure a diverse workforce within their company (Mathis et al., 2020). To achieve this goal, the strategy may include neutral job descriptions that do not exclude candidates when advertising and publishing them on sites that different communities can access. Moreover, the organization must promote a company image that welcomes diversity through equal opportunity statements and policies that support appropriate behavior within the firm (Rosales et al., 2022). Additional methods may include inclusive internship and mentorship programs for potential and new applicants (Rosales et al., 2022). Incorporating these practices into the sourcing strategy will help to attract talented employees with diverse backgrounds.
Technology Impact
Technologies are becoming more accessible, and their use is changing how people behave at work and in their personal lives. In recruitment, technology, such as social media, promotes networking and accelerates the search for candidates (Mathis et al., 2020). Moreover, technology enables hiring and follow-up work in remote mode, allowing for a more diverse workforce worldwide. Meanwhile, candidates use of online platforms makes it easier to update resume information and interact with potential employers. Consequently, the HR managers likelihood of finding an applicant that meets all the job requirements increases (Ruparel et al., 2020). Technology also speeds up the search and training for recruits, which saves the organization resources (Ruparel et al., 2020). Therefore, the HR department must be aware of key trends in using technology for recruiting to maintain efficiency.
Conclusion
The recruiting process significantly affects the companys entire operation, and therefore HR managers need to be careful when looking for new employees. External and internal recruiting are vital sources, but their methods have contrasting advantages and disadvantages, which must be considered in their application. Technology and diversity are important trends for labor relations in todays world. For this reason, HR departments must incorporate these trends into their strategies to get the most significant benefit.
References
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2020). Human resource management (16th ed.). Cengage Learning.
Rosales, R., León, I. A., & León-Fuentes, A. L. (2022). Recommendations for recruitment and retention of a diverse workforce: A report from the field. Behavior Analysis in Practice, 1-16. Web.
Ruparel, N., Dhir, A., Tandon, A., Kaur, P., & Islam, J. U. (2020). The influence of online professional social media in human resource management: A systematic literature review. Technology in Society, 63, 1-11. Web.
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