As the name suggest external mean to hire employee from source outside the organization. Many organizations use this kind of recruitment. There are many ways to recruit external employees. The organization can take help from job placement agencies or agents or use government funded schemes. External recruitment is found beneficial as new people from outside the organization bring in new ideas and hiring inside would then mean favoring one employee. The following flow chart gives an outline of the external recruitment process.
An effective external recruitment process must:
When to recruit? The recruitment process in an organization can occur for various reasons. Normally recruitment is done when there is a vacancy in the organization.
This vacancy might be temporary or permanent. This vacancy occurs due to many reasons.
Sometimes an employee leaves a job making his position available for others or sometimes he might not leave a job but simply want to reduce the number of hours he works. This reduces the load on that employee and is shared with the other person who will be recruited. Sometimes an employee might get sick for a long period of time and therefore on order to keep the part of his job running, the organization usually recruits an individual on a temporary basis.
The employee who gets sick can have leave for weeks and even months, therefore it is not feasible for the organization to keep his part of the work on a halt as this might affect other jobs in the organization. A maternity leave can also result in the recruitment of a new employee; however this employee will also be on temporary basis as the former employee would want to take his position after his leave is over. In some cases a new posts are established and employees are hired. – The first main question which the managers should ask themselves is whether they really need to recruit new employees or not.
For this reason they can ask themselves a few questions.
Remember! This is just a sample.
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