2. The external recruitment: the external recruitment means the company supplies the position to public people. It will focused on the candidates work experiences and ability. In most cases, the job postings will post on the local or national newspapers, the job centers, commercial employment agencies, corporate websites, television and radio. If the public people are interested in this job and they can send the resumes to the human resource management department. They will be select by their resumes from the numbers of candidates.
Skinner et al. (2005) pointed out the potential advantages and disadvantages of internal and external recruitment.
Source from: Recruitment and selection 2005
According to the figure above, the potential advantages and disadvantages of internal and external recruitment can be clearly to show. The potential advantages of internal recruitment were listed by four points, namely the workers’ morale and motivation is enhanced and the organization has a better opportunity to assess the knowledge and skills of the candidate. The candidate has the existing knowledge about the company and they need less orientation for the new job. The potential disadvantages are also listed. It may generate unhealthy competitiveness for promotions. They will be required additional training and restricted by the pool candidate. The potential advantages for external recruitment are divided into three main views. Through by recruitment external, the external people will bring the new ideas and insight to the company. Those new employees have their new knowledge and experience. The last potential benefit is the external recruitment means recruit the talent from larger pool, and making the company can find the suitable workers. The potential disadvantages of recruitment from external environment are time consuming on recruitment and selection because of there will be large number of applicants apply for the job. As the employees are not familiar with the company, it need a long time for them to adjust in the new position. It will increase the induction costs for company. The last but not the least potential disadvantage is the company has less opportunity to assess the applicants’ knowledge and skills.
The undesirable consequences of poor recruitment have been discussed by previous scholar. Skinner et al. (2005) pointed out the poor recruitment choices led the undesirable results for company and the employee, such as decrease the performance effectiveness, reduce the motivations, the lower job satisfaction and increase the rates of turnover. In order to avoid these undesirable consequences, Skinner et al. (2005) put forwarded the three steps to make an effective recruitment process. The first step is to make sure there is a latest job description. The job description involves the two types of information. The skills, knowledge, the abilities and other personal characteristics required for this job, such as good communication skills and good writing skills. The specific tasks required for the job. It is worth to spend 论文QQ：826949555some time to make sure the job description. The second step is developing an effective recruitment strategy. The third step is regularly evaluating the recruitment strategy and makes sure the recruitment strategy effectively.
The selection and recruitment is the inseparable two steps when hiring new employees. The selection methods consist of face-to-face interviews, telephone interviews, psychological testing, job simulation or work sampling. For international HRM selection methods, the interviews, testing and assessment centers are widely used (Croft, 2010). It last long time to selection the most suitable employees for company and the process also very strict. Only through this way, the human resource management department will ensure the company’s benefits cannot be damaged.
