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Strengths And Weaknesses Of Recruitment Research

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P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection
Recruitment and Selection
Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications.
(Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.)
External recruitment brings new blood, new face to the organization. Which means organization will get new ideas from new candidates and must be wide benefits. External candidate comes from outside the business, so that candidate or in organizations they don 't have any favourite. Besides that, as external recruitment has wide range and its cover a wide area 's job demand, so management of the organisations can verify and can decide on which suites best. External recruitment candidates should be more dynamic with workforce. Candidates to keep their place and position safe they will work with more passion.
External recruitment is a long process. It consumes a lot of time and energy from the HRM Function to handle all the job candidates in the selection process. And, wide range of candidates apply for jobs, so management really must be more conscious about selection and this processing takes longer time than others. (Ref : Jonson P 2013 IKEA)
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