6.0 FACTORS EFFECTING RECRUITMENT.

 6.0 FACTORS EFFECTING RECRUITMENT.

Recruitment is an important function of the Human Resource Management in an organization, and it is governed by a mixture of various factors. Proactive HR Professionals should understand these factors influencing the recruitment and take necessary actions for the betterment of the organization. When the market condition changes, the organization also needs to monitor these changes and discover how it affects the resources and analyze these functions for making recruitment an effective process. We have Internal Factors as well as External Factors that influence the recruitment process. 

 6.1 Internal factor:

 This is for those people who are already working in the organization; the HR people publish the circular on notice board and online portal to invite the deserving employees to participate in the interview via they can also upgrade their position level and avail their career growth. In this case, employees refer their resume personally and sometimes by their internal communication portal. This process may not be followed in all companies and organizations, for example in the study "Sintheya Rahman 2011" Some of the advantages of internal hiring have been mentioned. We review what each of Stonner, "Freeman and Gilbert" (2000) identified three advantages of an organization policy to recruit from within. First, individuals recruited from within are already familiar with the organization and its members, and this knowledge increases the likelihood that they will succeed. Secondly, a promotion from within policy fosters loyalty and inspires greater effort among organization members. Finally, it is usually less expensive to recruit or promote from within than to hire from outside the organization. Certain disadvantages to internal recruitment were also recognized. It limits the pool of available talent. In addition, it reduces the chance that fresh view points will enter the organization, and it may encourage complacency among employees who assume seniority ensures promotion. Internal sources: The main sources of internal recruitment are as follows;  

6.2 Present Employee: 

The most common source of internal recruitment is through existing employees of organization. Generally, the organization maintains the inventories of qualifications to choose employees for suitable vacancies. The usual method of creating a pool of internal application through job posting. The evaluate job opportunities relative to their skill, experience, interests and career goal. Promotions and transfers from present employees are example of internal sources of recruitment. 

6.3 Employees Referrals:

It is also a good source of internal recruitment. Employee develops good prospects for their families and friends by acquainting them with the advantages of a job with the company furnishing letters of introduction and even encouraging them to apply. This source is an effective source of recruiting because many qualified people are reached at a very low cost to the organization. A major limitation of employee’s referrals is that the referred individuals are likely to be similar in type to those who are already working in the organization. 

6.4 Former Employees: 

Former employees are another internal source of recruitment. Some retired employees may be willing to come back to work on a part time basis or recommend someone who would be interested in working for the company. Sometimes people who have left the company for some reason or the other are willing to come back and work. An advantage of this source is that the performance of these people is already known. Merits of Internal Sources: Internal recruitment offers the following advantages. It keeps employees happy and in high morale. It creates a sense of security among employees.  Employees know that they stand the chance of promotion to higher positions. This induces them to work harder so as to prove their worth. Internal recruitment ensures continuity of employment and organizational stability.  Prospects of transfer to new posts inspire employees to keep on adding to their knowledge and experience which leads to their development. Filling of vacancies from internal source is quite economical and convenient. No time and money is to be spent on advertisement, tests and interview because the knowledge and skill of employees are already known. There is no need for orientation of employees for preparing them for the new job.

6.5 Demerits of Internal sources: 

Internal recruitment suffers from the following drawbacks:  Existing employees may not be fully qualified for the new job. Required talent may not be available among the present staff. All vacancies cannot be filled through internal sources. The enterprise has to depend upon outside sources for entry level jobs. Internal candidates become accustomed to the company’s work patterns and as such may lack originality and fresh outlook. Therefore, internal recruitment involves in breeding of ideas.  This method narrows the choice and denies the outsiders an opportunity to prove their worth.

External factor: From other organization/company/institute or fresh graduate people this process disapplicable, step by step selection and recruitment process is shown "Bushra BinteyMahbub 2020" Many vacancies are filled from outsiders. Even when a company own candidates if transferred or promoted elsewhere in the company there comes a vacant position, which should be filled externally. "Ayesha Yaseen 2015" The process below shows how groups of candidates are created from different sources. It is impossible to gather all candidates from a different category and experience ungodly one source. These sources have proven to be very useful and effective for finding the right number of people who are able. External Sources: The main sources of external recruitment are as follows;Advertising: Advertising in newspapers and journals is the most popular source of recruitment from outside. It is a very convenient and economical method for different types of personnel. Detailed information can be given in the advertisement to facilitate self-screening by the candidates. If necessary, the enterprise can keep its identity secret by giving a post box number.  Educational Institutions: Universities, colleges and institutes of higher education have become a popular source of recruitment of recruitment for engineers, scientists,. Management trainees, technicians, etc. Business concerns may hold campus interviews and select students for final interview at their offices. Universities and institutes generally run placement bureaus to assist in recruiting students. But educational institutions provide only young and inexperienced candidates. Personnel Consultants: A consulting firm is a specialized agency which helps client companies in recruiting personnel. It serves as an intermediary between the enterprise and the jobseekers. On a requisition form a client company, it advertises the vacancy and receives applications. It may pass on the applications to the client company or may conduct tests and interview of the candidates, It charges fee from the client company. This source is generally used for recruiting executives. 

 Jobbers and Contractors: These are sources of recruitment for unskilled and manual labour. They have close links with towns and villages for this purpose.  Employment Exchanges: Public employment exchanges are important sources of recruitment of personnel. Job seekers register their names with these exchanges. Employers notify job vacancies to these exchanges that pass on the names of suitable candidates to the employers.  Leasing: This method is often used by public sectors organizations. Under it personnel from civil services, defense services and private sector are employed for specific periods due to shortage of managerial personnel.  Unsolicited Applicants: Due to unemployment problem in India business concerns receive a large number of unsolicited candidates at the main gate or through mail. Such jobseekers may be considered for causal vacancies or for preparing a waiting list for future use. Merit of External sources: The main advantages of external recruitment are as follows:  Wide choice: The enterprise can choose the best personnel from among a large number of applicants. b) Fresh Outlook: Candidates recruited from external sources bring originality and fresh viewpoint. They are free from the in-built preferences and prejudices.  Varies Experience: The enterprise can secure candidates with varies and broader experience. 

6.6 Demerits of External sources:

 External sources of recruitment have the following disadvantages.

Danger of Maladjustment: Some candidates chosen from outside may fail to adjust themselves to new environment. They may be irritable, quarrelsome or suspicious. They may have to be terminated and replaced. Expensive: Greater time and money have to be spent on advertising, tests and interviews of external candidates, cost of inductions of new personnel. Heartburning: External recruitment creates heartburning and demoralization among the existing personnel.  Sense of Insecurity: Recruitment from outside creates a sense of insecurity among the present staff. The staff may refuse to co-operate fully with the enterprise.