510 unit 2

Job Recruitment
Student’s Name
Institutional Affiliation
Advantages of Using Internal Sources of Job Candidates
It is essential to fill the existing open positions with the internal candidates as the organization does not have to focus on the candidates’ strengths and weaknesses. Their abilities are already determined due to continually working with them, and, therefore, no substitution takes place. Secondly, there is an increased commitment by the current candidates to work within the organization. Due to the promotions which act as rewards to the employees, their morale is boosted to work even harder and thus leading to the commitment in the company.
There is a low cost incurred in the recruitment process as less or no orientation and training is required for the internal candidates. They already possess the knowledge about the organization and the work is done, and therefore fewer costs are incurred on training and orienting them. Another advantage is that the process itself is quicker than other methods. Less time is spent on advertising the vacancy, checking the candidates’ CVs and interviewing them. It, therefore, makes the process be faster.
Disadvantages
There are increased instances of discontent among the employees who may fail to get the positions applied. There is no assurance for all the employees who apply for given posts to get the jobs and, therefore, failure to get the positions lowers their morale. Most of the employees promoted to newer ranks have the dominant ideologies even in areas where a new direction is required.

This hinders innovation in the organization as new ideas are unlikely to be brought on board.
Using only the internal sources also limits the company’s options of getting competent employees. The main reason is that the management only chooses the internal candidates thus limiting the possibilities for getting highly qualified candidates. There is also increased conflict among the employees more so from the ones who may feel shunned by the management.
Advantages of Using Internet Recruiting
It is cost effective as more responses are generated at a quicker rate and for a longer time. Secondly, the management can get immediate feedback based on the candidates and control the number of applicants once the desired number has been attained. There is a bigger audience for the jobs posted through the Internet, and thus different skills are likely to be brought to the organization. This leads to increased innovation and creativity within the organization due to the new capabilities.
Internet recruiting leads to the expedited process of hiring. Instead of having to wait for a given number of candidates to show up, the management is in a position to access a large number of candidates thus hiring a more capable one as soon as possible.
Disadvantages
Using the process leads to discrimination of some job seekers. Some highly potential candidates are not using the internet more so the older people thus limiting their chances of being hired. Secondly, due to the high numbers of resumes from the job seekers, employers get deluged while checking on them leaving limited time to complete the recruitment process within the desired timeline. The high numbers are mainly due to difficulty in controlling the target as everyone sees the job vacancies.
It also opens doors for the fraudulent applicants. When the Internet is used, some applications made may be fake as others do this to get information about the hiring officer or even the company. Spammers also may take advantage of the information posted to promote a product or even a service.