1. The Beginning of the Human Recourses Process!

3. General Outline Recruitment is a part of the acquisition process. It involves attracting the right quantity and quantity to apply for vacant job positions.

4. General Outline Recruiting is important as recruitment of ill fitting staff for the job can lead to: Losses of productivity Extra encountered costs in training and development Job dissatisfaction High staff turnovers

6. Internal Recruitment Internal recruitment only involves people from within the business. sources include: employees, former employees and former applicants to the business. This is done through email, word of mouth or promotion lists. This assists in finding staff with a culture and work ethic already suited to the business.

7. External Recruitment External recruitment refers to obtaining employees from outside the business, using more traditional methods such as advertisements, use of recruitment agencies, trade shows and profession associations. This allows for a greater selection for possible staff hiring.

9. Benefits and Disadvantages of Internal Recruitment Advantages:Disadvantages: Motivational for staffCan reinforce negative culture Builds commitmentCan lead to rivalry for positions Business only needs to hire at a base level Need established framework for training and merit-based appraisal system Can lead to a succession of promotion opportunities in line with succession planning Often attracts a significant number of internal applicants, need to manage unsuccessful applicants who will be demotivated, can lead to poor working relationships Recognises and rewards staff for effort and achievement Little value added, no new skills Cheaper Than external recruitment, less chance of a failure as staff are obsrved in operation, strengths and weaknesses are shown.

10. Benefits and Disadvantages of External Recruitment Advantages:Disadvantages: Wider applicant poolRisk of unknown staff New ideas, perspectives and skills may produce better solutions to business issues Lost productivity in initial phases of orientation and induction phase Get specific skills needed, save on training New employee may not fit culture, and may not be accepted by internal rivals Dilutes internal politicsTakes a lot of effort and time More diversity in employment — equal employment opportunity Risk of legal claims Builds organisational ‘brand’ through publicity Can shape new employee to business