Internal Sources Of Job Candidates Coursework Example

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Pros and Cons of Internal and Internet External Sources of Job Candidates
The most important part of the recruitment process is an advertisement of the job opening and selection of the most suitable candidate for the job. The main sources of recruitment are the internal and external sources. In this paper, we are going to look at the pros and cons of the two sources of job candidates while focusing on internet recruitment in external sources.
Pros of Using Internal Sources of Job Candidates
Improves Morale. When an organisation promotes its existing staff, they will be motivated to work hard. Therefore, employees will work hard because of the anticipated reward.
Economical. The existing employees do not require training on the policies and procedures of the organisation, unlike the external employees who are not aware of the organisations’ policies and procedures. Internal recruitment will, therefore, save on the training cost.
Continuity of Operations. The business operation will continue with no or little disruption since the employees already understand how the organisation operates. The onboarding process will be more straightforward since employees understand the culture and the daily operations.
Easier and Quick. Employers who use internal sources in recruitment process find it more comfortable and quick since there is a small pool of candidates.
Cons of Using Internal Sources of Job Candidates
Can Manifest Favoritism. When employees are promoted based on other factors not related to job performance, it will be perceived as favouritism and will lead to conflicts and demotivation.

Small Talent Pool. Internal recruitment limits the number of selected qualified candidates.
Prevent Infusion of Fresh Perspective. External employees bring with them new ideas and perspective to the organisation, unlike the internal employees who might lead to stagnation.
Lack of Diversity. To allow new ideas and perspective in the organisation, they should try to bring in people from a different background outside the organisation.
Pros of Using Internet Recruiting to Locate External Sources
Cost Effective. Using internet saves time and money on psych-testing programs. The information of the applicants can be pulled online, and human resources do not have to meet face to face with the applicant to get the necessary information.

Talent Pool. Advertising using the internet can bring applicant virtually all over the world. That will increase chances of getting the suitable candidate for the job. Primarily, that is attributed to the fact that int online advertisement portal there exists current and broad talent base that an employer can choose from (Kaur 80).
Keywords and Scanning. The suitable candidates can be scanned online using the keyword. Scanning saves time as the candidates that match the keywords get interviewed.
Employers’ Proactivity. Internet recruitment process allows the employer to be in full control of the process. This allows the employer to understand the dynamics in the marketplace fully.
Cons of Using Internet Recruiting to Locate External Sources
Misinterpretation of Personality and Quality. If the human resource personnel uses the internet to check on the basic information of the applicant, their ability to separate personal from business conduct might be misinterpreted.
Large Response Rate. Posting the job advert online might increase the number of applicants, many of whom might not meet the job requirements.
Require Being Computer Savvy. The position advertised online will demand computer savvy personnel. Therefore, applicants should search various employment websites for the job.
Work cited
Kaur, Prabjot. “E-recruitment: A conceptual study.” International Journal of Applied Research, vol. 1, no. 8, 2015, pp. 78-82.