The focus of any recruitment system is attracting a pool of qualified candidates. Attracting the appropriate quality of applicants is necessary but not sufficient. The quality of applicants is the critical factors in meeting recruitment goals.
The advantages of Internal Source: reward good work of current employee, cost effective, improve morale, can assess known past performance, can result in succession of promotions.
The disadvantages of Internal Source: can produce organizational inbreeding (candidates may have a limited perspective), places heavy burden on training and development, may cause political infighting for promotions.
The advantages of External Source: brings new ideas/talent into the organization, help organization get needed competencies, provides cross-industries insights, may reduce training costs (experienced hires).
The disadvantages of External Source: may result in misplacements, increases recruitment costs, may cause morale problems for internal candidates, requires longer orientation of adjustment time.
External recruitment sources
1. Former employess: who would be likely to fill positions within an organization.
2. Previous applicant: who previously applied but were not selected for position.
3. Labour unions
4. Trade and professional associations
5. Walk-ins: applicants from individuals who walk into the organization to apply.
6. The internet
7. Third-party sources: employment agencies, executive search firm, head hunter
8. Media advertising
9. Educational recruiting: secondary schools, colleges and universities.