Recruitment and Retention within a Complex International Market

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Recruitment is a legal process of obtaining the sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests (Richardson, n. d, p.2 ). Recruitment is the process which is adopted by the organizations to fill the vacancies in the organization. Various factors should be considered for the successful recruitment process.Recruitment can be conducted internally and externally. Internal recruitment allows the existing employees to get higher promotions or higher grades, but it will never fill the vacancies completely in the organization. Recruitment can be conducted internally through promotions and transfer of existing personnel within the organization at different places (Richardson, n. d, p.5). External recruitment helps the organization to fill all the existing vacancies. Moreover, it can bring new concepts and ideas to the organization. Internal recruitment is the cheapest and quick option compared to external recruitment. Internal recruitment will create another vacancy in the place of the promoted employee (Recruitment methods, n. d). The strength and weakness of the organization are well known to the internal employees and they can adapt to the environment more quickly than the outsiders. Internal recruitment always shift vacancy from one place to another and at some point in time, organizations have to depend on external recruitment for the complete filling of all the vacancies existing in the organization. Drifting of vacancies inside the organization might not help the organization in the long run. In short, internal recruitment is a temporary solution for organizations whereas external recruitment is the permanent option even though external recruitment is a lengthy process compared to internal recruitment.