Which of the following is not an external method of recruitment?

 Which one of the following is not an advantage of external recruitment ? 

1. Good performance is rewarded 
2. Scope for resentment, jealousies and heartburn are avoided
3. Compliance with reservation policy becomes easy
4. Benefits of new skills, new talents and new experiences to organisations are available 

Answer (Detailed Solution Below)

Option 1 : Good performance is rewarded 

Free

Teaching Aptitude Mock Test

10 Questions 20 Marks 12 Mins

External recruitment is the evaluation of an open pool of job candidates, other than existing staff, to check whether there are any enough talented or able to fill requirements and perform existing employment opportunities. It is the way of looking outside of the existing employee pool to fill job positions in a company.

Advantages of External Recruitment Process:

In an external recruitment process, the company posts a job and invites different candidates suitable for the job outside the company.

1. Increased chances:

• In this increased chance, the company receives a variety and number of candidates who owns knowledge and ability to handle that job.
• This increased chance provides better availability of skilled and qualified employees for the company by using the external recruitment method.

2. Fresher skill and input:

• When a company goes with an external recruitment method, there is a quite better possibility of finding and identifying a fresher candidate who is capable of delivering new skills and inputs for the betterment of the company.

3. Qualified candidates:

• Nowadays, when a company posts an advertisement on social media or newspaper.
• One common thing they look for is a well experienced and qualified candidate.

6. Lesser internal politics:

• In the external recruitment process, there is very little possibility that the candidate might face the internal politics of existing candidates.
• And these lesser internal politics avoids a number of internal issues and requests of the existing employees of the company.

Being fair:

• External recruitment paves way for a fair means of recruitment.
• Since the competition is open and wide, there is more opportunity for candidates where they can apply for vacant positions in organizations.
• The recruitment is done in a fair manner equally for all candidates where internal politics is avoided.
• Also, compliance with reservation policy becomes easy.

Good performance is rewarded irrespective of whether a candidate is appointed through internal recruitment or external recruitment. 

Therefore,  is not an advantage of external recruitment.

What are the different types of external recruitment methods?

Hiring the best talent is critical to helping businesses reach their optimal potential. There are many recruitment strategies that one can use to pick out top talent. 

Internal recruitment is highly effective in boosting organizational culture and enabling existing employees to shine. However, it can also become restrictive and contain the creativity and inflow of fresh ideas. External recruitment comes in as a savior as it offers many options. It is also usually the more preferred type of recruitment for most organizations in search of top candidates. There are numerous hiring strategies a recruiter can use to find the right talent outside the organization, such as:

1. Job boards: It is probably the most common and effective external recruitment method, as recruiters can reach a much wider talent pool. In fact, job boards make it smoother for candidates to find open positions and apply for them. This further speeds up the recruitment process. 

A job description on a job board should include a detailed description of the profile, skills, and experience your business is looking for. Integrating different job portals with your website and ATS can make this form of recruitment much easier. 

Millennials today conduct their job search primarily on job portals. If you are in search of young talent, advertising on job portals should be your primary goal. These job portals also give you access to resume databases and filter candidates based on your chosen criteria. 

2. Social Media: Recruitment on social media is about making connections with quality candidates. It is prominently where people interact with each other and express their ideas and opinions. According to the Global web index, an average internet user is active on more than 5 social media platforms. Social media allows people to form communities and interact with like-minded individuals. It has become the focal point of online interaction. Then, why not recruitment. 

Today, recruiters source candidates on Twitter, LinkedIn, Facebook, and others. While most companies may not be doing it successfully just yet, they are beginning to harness the power of social media to interact with quality talent in their industry. About 84% of businesses are currently using social media to recruit talent. 

3. Job fairs: Many small businesses find it challenging to attract skilled candidates to help their businesses grow. Job fairs have been a very prominent method of external recruitment for decades that help in presenting several benefits to the businesses that attend them. 

In fact, many big companies also take this as an opportunity to engage with candidates in person, rather than just scanning through their resumes. The body language and presentation of a candidate give away numerous important insights about them, as do the conversations that may catch recruiters’ attention. It is also a great opportunity for them to gauge the interest in their employer brand. 

4. Events: Events prove to be good recruiting to engage with individuals in the same industry. Interacting with people about industry trends and new developments can help you make great hires. An ideal candidate may already be familiar with your organization and the work you are doing. They may even be fans of your achievements. Hence, industry events are the perfect platform to keep passive candidates and those interested engaged with your brand. They can act as a fantastic lure for top talent in the industry.

Your existing workforce is your best asset and can contribute to your recruiting efforts as well. They develop the product and make the company culture and hence, their involvement in the recruitment process is a great idea! Nearly 67% of the recruiters believe that finding a candidate that fits the company culture is crucial. Having them engage in conversations with individuals at events can be a good opportunity for them to recognize potential talent. 

5. Recruitment agencies: They act as a middleman between your organization and candidates and help you find the perfect candidates for open job roles. Recruitment agents are specialist consultants that advertise your role on different platforms and contact suitable candidates on their existing database that fit your requirement. A good recruitment agent has an understanding of your needs and goes out of their way to find talent that fits the culture and experience your company needs. Your recruitment process is now less time-consuming and they normally charge a commission of 15% per candidate hired. If you need help salary negotiations and other benefits? They are there to help. 

6. The printed word: Let’s not ditch the newspapers and industry journals yet. Yes, they are ancient methods of external recruitment, but they still exist. You must take advantage of newspaper adverts as they tap a large number of job seekers. Newspapers are economical and available everywhere, and most people read them while commuting. Additionally, industry-specific magazines or journals are a great way to reach an enthusiastic audience. Advertising there could reach people who match the skills and knowledge that match your business. You could advertise on their digital platforms too. 

Depending on the size of your organization and the frequency of your hires, you may want to consider which recruitment strategies work for you better. They can help you find the best talent for each position. While external recruitment generally opens the door to creativity, it could come with some potential risks too.

Being within a reasonable time frame, it takes about 27 working days on an average to hire a candidate. While there are numerous factors that could impact the timeline, here is how the process looks:

• - Crafting a job description and advertising it on your company website and job portals
• - Close the posting and screen the talent pool
• - Analyse the application and shortlist candidates for assessment tests and interviews
• - Sync with the hiring team about the candidates
• - Select candidates and perform background and reference checks
• - Finalize the job offer
• While the existing workforce can easily fill some vacancies, it might be a little tricky for others. Businesses find it helpful to use external recruitment strategies to source their dream candidates.

Advantages of external recruitment: 

While recruiting from outside the company, recruiters post the open positions and invite suitable candidates for interviews. The employer takes the responsibility of finding talent that is able to fit into the company culture and match the skills needed. Take a closer look at the advantages you should look at: 

• Increased chances of finding your dream candidate: Getting access to a bigger pool of candidates is definitely an advantage of external recruitment. Internal recruitment restricts you to the existing workforce or, if you have a referral program, your employees’ network. You miss having a wider pool of potential candidates to pick from. External recruitment opens up an opportunity for you to connect with passive candidates and those who are looking for a job. You could have hundreds of resumes to look through, to find the best candidates to join your team. 
• Fresh ideas and new skills: One of the biggest perks of looking outside the four walls of an organization is that you can open your business to new perspectives and mindsets. Your team will benefit from distinct experiences and thought processes once you bring new talent in. Besides that, diverse skills and expertise are essential to the success of an organization. According to Global Recruiting Trends, 78% of hiring managers and recruiters believe diversity is an important factor in how they hire. If you are only mixing things around within the existing teams, you will lose chances to expose your business to new and better ways of doing things. 
• Reduction of internal problems: While your recruitment strategy shouldn't be dictated by internal politics, it is something worth considering. Transfers and promotions are great to motivate and retain the existing workforce. However, they can also create conflict, especially if the role is very sought after. Employees could object, refuse to work, or hold grudges against a promotion that might feel unfair to them- there are numerous things that could go wrong and create a negative work environment. 
• Healthier work environment: With external hires, there whirls a competitive spirit in the workplace. Existing employees may feel a rush of enthusiasm to work and match with new talent. Healthy competition can increase the efficiency of your workplace and promote growth.

Additionally, it also makes way for fair recruitment, especially now that competition is wide and open. All candidates are given an equal opportunity to take on the new role without any favoritism. 

Of course, there could also be a flipside of hiring an outsider. 
 

Disadvantages of external recruitment:

• A long and time-consuming process: One of the biggest reasons recruiters don’t favor external recruitment is because it can be very time-consuming. From crafting an engaging job description to post on job portals to preparing for the selection process and onboarding, there is a lot to do. Once you start receiving applications, recruiters find it challenging to sort through hundreds of resumes. However, having a robust ATS like the Freshteam recruitment software can easily manage the process. The tedious day-to-day work is efficiently driven by cutting-edge technology to give you time for more complex tasks.  In fact, you can publish a job with one single click from anywhere. It makes posting jobs and promoting them so easy to get a better talent pool to pick from. 
• A greater risk: Despite hiring talent from outside means opening the door to fresh ideas and skillsets, there could be many potential risks to consider. The best outside talent may have a limited understanding of your organization’s culture and the business. This might inevitably prevent them from adjusting quickly. In fact, they might never feel adjusted or in sync with your business environment, no matter how talented they may be. About 90% of recruiters say that they reject talent if they are not a good fit for the organization’s culture. This further even runs a risk of your workforce feeling demotivated or alienated and could result in you losing good employees in the future. 
• Costly process: Advertising a job profile on different portals can be very expensive. With premium features on these platforms, you can gain maximum exposure. You can also improve your results with reduced costs by targeting niche boards. But, in the end, the longer your adverts run, the costs are bound to go up with no guarantee of giving you the talent you will definitely hire. All the negative hints can be turned into positive by taking some measures and working to eliminate them. Effective steps to support smooth onboarding and positively solving disputes can be effective strategies to mitigate the disadvantages of external recruitment. 

Having said that, external recruitment is highly beneficial in numerous ways to improve the existing workforce’s skills and talent. With a diverse team, employees can work unitedly to achieve business goals. As a recruiter, it can be challenging to build a hiring strategy that combines a positive organizational culture, a speedy hiring process, and eye-catching employer branding with highly suitable talent. Smart recruitment technology by Freshteam helps you recruit potential talent that surely fits your organization’s needs.

Which of the following is an external method of recruitment?

What are the 4 external sources of recruitment?

Is not part of external sources of recruitment?

What are the three external recruitment?