iii Some organizations use employment agencies for external recruitment iv Some

Iii some organizations use employment agencies for

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iii. Some organizations use employment agencies for external recruitment. iv. Some external recruitment takes place through walk-ins. v. Notices may be posted on the Internet and World Wide Web b. Advantages of external recruiting: i. Having access to a potentially large applicant pool. ii. Being able to attract people who have the skills, knowledge, and abilities the organization needs. iii. Being able to bring in newcomers who may have a fresh approach to problems. c. Disadvantages include: i. Lower morale if current employees feel that there are individuals within the company who should be promoted. 11.6 CONTEMPORARY MANAGEMENT: Instructors’ Resource Manual
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ii High costs for external recruitment. iii. Employees recruited externally lack knowledge about the inner workings of the organization. iv. There is uncertainty about whether they will actually be good performers. 3. Internal Recruiting. a. When recruiting is internal, managers turn to existing employees to fill open positions through: i. A lateral move , a job change that entails no major changes in responsibility or authority levels. ii. Promotions. b. Internal recruiting has several advantages: i. Internal applicants are already familiar with the organization. ii. Managers already have information about candidates’ skills and actual behaviour. iii. Internal recruiting can help boost levels of employee motivation. iv. For those who may not be ready for a promotion, a lateral move can alleviate boredom. v. Internal recruiting is normally less time-consuming and expensive. c. The disadvantages: i. There is a limited pool of candidates and a tendency among those to be “set” in the organization’s ways. ii. The organization may simply not have suitable internal candidates. iii. Managers may rely on external recruiting to bring new ideas and approaches into the organization. iv. When organizations are in trouble, external recruiting is often relied on to bring in managerial talent with a fresh approach. Lecture Enhancer 11.1: The Clerical Evolution” E. The Selection Process. 1. Managers need to find out whether each applicant is qualified for the position and whether he or she is likely to be a good performer. a. For multiple candidates, managers must determine which are likely to be better performers than the others. b. They have several selection tools to help them sort out the relative qualifications. Chapter 11 Managing Human Resources 11.7
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2. Background information. a. Background information from job applications and resumes includes levels of education, college majors, and years and type of work experience. b. Background information can be helpful both to screen out applicants who are lacking key qualifications and to determine which qualified applicants are more promising than others. 3. Interviews.
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