Types of recruitment

comparisons

Recruitment types are the different ways a company uses to attract potential workers. They must meet the necessary requirements to fill certain jobs within the organization.

Without a doubt, every company needs to recruit personnel to fill the vacant positions. However, each company uses a different type of recruitment according to its needs. Recruitment of personnel follows a set of procedures with the purpose of attracting the best qualified candidates for positions within the company.

In fact, companies use different types of recruiting according to the resources they have and the time they have to find new candidates. Also, the characteristics of the position to be filled, the size of the company and whether or not it has a human resources department are taken into account.

Types of recruitment

Types of recruitment

The main types of recruitment used by companies are:

1. Internal

First of all, internal recruitment is used when vacancies are filled with available workers within the company. To do this, employees are relocated according to their job skills.

This process is carried out by filling the new positions by means of the relocation of the company's workers. For this you can make use of promotions, transfers or promotions within the same organization.

The ways how internal recruitment can be given are:

  • Vertical movement: Vertical movement occurs when an employee who works in the company is given a promotion. The movement is vertical because it rises in position. The employee will occupy a position of greater responsibility.
  • Horizontal movement: This movement is carried out when an employee is transferred from one position to another that is within the same category. Generally, it is a position with the same level of responsibility, but in a different division or department.
  • Diagonal movement: It is to transfer personnel from any department to another with the purpose of filling a vacancy. It is a transfer with promotion of personnel.
Types of recruitment
Movements in internal recruitment

to. Advantages of internal recruitment

The main advantages of internal recruitment are:

  • It is a cheaper process, which saves money and time.
  • It takes less time.
  • Motivates employees to improve their performance, which improves the work environment.
  • Optimize investments in staff training because they are better used.
  • Selected employees have a better understanding of the company, its standards and its culture.
  • It is safer, because the candidate who will occupy the position is known.

b. Disadvantages of internal recruitment

Among the disadvantages we can mention:

  • It can generate conflicts of interest.
  • If only internal staff are promoted, there is no greater diversity of opinions and thoughts.

2. External recruitment

Second, there is external recruitment, which consists of attracting candidates from outside the organization. They are looking for people with skills and experience that do not currently exist within the company. Applicants for the positions must have certain characteristics and competencies required to fill the position.

Of course, when recruiting externally, the company can rely on recruitment agencies, professional associations, and union organizations. Also, you could turn to schools and universities, other companies and any other external source such as the media.

to. Advantages of external recruitment

Among some of the important advantages of external recruitment we find:

  • There is new knowledge and experiences for the company.
  • The company is updated, by contacting the external environment. Know what other companies do.

b. Disadvantages of external recruitment

Among the disadvantages we find:

  • The process is slower and more expensive.
  • It offers less security, because the potential candidates are unknown.

3. Mixed recruitment

Third, we find mixed recruitment. Mixed recruitment implies that both candidates working within the company and external candidates are summoned to fill a position.

to. Advantages of mixed recruitment

The most significant advantages are:

  • It manages to improve motivation and the work environment, since workers feel that they are taken into account.
  • It favors innovation and change within the company.
  • Attract new talent.
  • Enrich the human resources of the organization.
  • Optimize investments in updating and staff development.

b. Disadvantages of mixed recruitment

Some of the disadvantages of mixed recruitment are:

  • It can be slower and more expensive than the internal one.
  • It is less secure than internal recruitment.
  • If positions are monopolized, it can frustrate staff.

Finally, it can be said that each company must choose the type of recruitment that best suits its needs. The most appropriate selection of personnel will depend on this, resulting in the hiring of the most suitable applicant to fill the profile of the vacant position.

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