Individual Assignment (Essay). Word limit: 1800 words; According to AUSTRALIAN STANDARD This assignment will enable you to examine and analyse how human resource management theory is put into practice...

Introduction
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External Recruitment
Running Head: EXTERNAL RECRUITMENT
External Recruitment
Name
Institution
Introduction
Recruitment is the procedure followed to source qualified workforce to meet the organization’s employment needs. In recruitment, the employer also selects people with talent to be integrated in the company. Recruitment is done regularly to improve succession in the company thus avoid the gap between new recruits and senior employees. It involves attracting individuals in enough numbers, with the right qualifications and then motivates them to apply for specific jobs in the company. Recruitment is an important process in an organization and needs to be planned to achieve the set objectives. The process should involve strategic planning that establishes the overall objectives and goals to be achieved by the company. The next process is the human resource planning where determines the need to recruit more employees is determined. This is the number of employees a company desires to recruit at a specific time. An organization can apply internal or external recruitment or choose to use alternatives such as outsourcing, introduction of overtime, contingency workers and employee leasing. In external recruitment, the organization uses external sources and methods to attract people to apply for vacancies from outside the company. Through external sources, the company also becomes famous with job seekers in that industry (Kleynhans, Markham, Meyer & Van Aswegen, 2007, p. 81).
Positive Impacts of External Recruitment
External recruitment is usually used in companies to fill in vacancies in lower levels like the entry levels. The external sources applied in external recruitment are varied and is an undertaking of every employer to ensure they select the best person from the large pool of candidates for a specific job. The external recruitment sources used during external recruitment are under telecasting, employment exchanges, campus recruitments, labour contractors, management consultants, placement agencies and media advertisements among others (Grobler, Warnich, Ca
ell, & Hatfield, 2006, p. 172).
Recruiting from outside sources has its advantages since the new applicants may
ing new ideas and work techniques to the company. This increases the employee productivity since they may pose a challenge to other employees, and as a result work harder towards the achievement of the company’s goals. Since in this type of recruitment the employer selects people from a large pool of candidates, he or she is able to determine the talents of candidates and can select them to the company’s benefit. For example, a company can select a person talented in sales more than the existing employees can. This increases sales of the company and subsequently the revenue (Ployhart, Schneider, & Schmitt, 2006, p. 264).
The chances of getting talented recruits through external recruitment are high because the applicants are drawn from various locations and professions, and with different levels of experience. Having a candidate from campus recruitment gives the company a chance to recruit fresh employees, who are willing to learn unlike recruiting employees from internal sources. Such recruits for example in a science field will have new approaches towards a task because while in campus, they were acquainted with new procedures (Ployhart, Schneider & Schmitt, 2006, p. 261).
During external recruitment, the company is able to find qualified personnel from the large pool of applicants. This is beneficial to the company since it saves a lot of time used in internal training since new recruits have knowledge about the industry. For example, the recruit might be from a competitor company and could help the company introduce new approaches towards the achievement of a company’s objectives and goals (Grobler, Warnich, Ca
ell, & Hatfield, 2006, p. 174).
External recruitment lowers the chances of favouritism in the selection since new faces are
ought into the recruitment process and most applicants would be new to the managers responsible for the recruitment. For example in campus recruitment, management consultants and employment exchanges, the manager will likely not be familiar with faces that show up for the recruitment exercise. This is unlike the internal recruitment where managers are familiar with most employees. Since there will be no favouritism, the company avoids internal wrangles, which may cause company losses and a bad reputation (Sutherland & Canwell, 2008, p. 199).
During external recruitment, the numbers of applicants increase with the increase in the recruitment sources that in turn increase the choices. Managers therefore, are able to choose the best talents from a large group of recruits after examining the talents and capabilities of all applicants. Employers tend to increase the sources in order to give more candidates a chance to apply and the employer benefits by having a large number to choose from....