Maria Araujo
Unit 13: recruitment and selection
Assignment 1
P1: Identify how two organizations plan recruitment using
internal and external sources.
Recruitment is the process of selecting workers within a large selection of applicants
with the required qualifications/skills that have been attracted to a vacant position
within an organisation. The candidate’s skills and qualifications need to meet the
businesses objectives in order for them to be fit for the job.
The recruitment process includes 10 stages, these involve:
1. identifying the need for staff within a business: where the supervisors and
managers within a company recognises that more staff may be needed, and
this may be due to company expansion or many other factors.
2. Indicating whether recruitment is completely necessary: where factors
will be taken into consideration, in order to see if there are any other solutions
other than recruitment such as dividing work between existing staff etc.
3. Recruitment documents created: this involves the company producing a job
description and specification before creating a vacancy with all the information
needed, explaining the requirements and salary.
4. Vacancy advertised: where the company advertises the vacancy in order to
attract their target market being suitable applicants with the requirements.
5. Applicants shortlisted: after all the applicants have applied for the vacancy
and the company has a large selection of candidates they will select only a
few (the best) to pass through the next stage.
6. Telephone interviews: where the company discovers a bit about the
applicants and what they are like, if they are successful in this interview they
pass to the next stage being the face-to-face interviews.
7. Face-to-face interviews: where more applicants are asked more in-depth
questions and tested in some ways depending on what the recruiter/company
desires.
8. Position offered: This is where the successful applicant who may be most
suitable for the role in the companies/managers eyes is offered the position.
9. Applicants documents checked: documents such as bank details in order
to get paid, CVs in order to check how experienced the applicant may be and
passport in order to see if the applicant is eligible to work in the country.
10. Vacancy filled: the stages are completed, and the applicant is ready to fill the
position and work.
Within recruitment there are 2 types of recruitment, internal and external recruitment.
Both types have many advantages and disadvantages.
Internal recruitment:
This is defined as recruiting from within an existing workforce of a business for a
vacancy. Methods of internal recruitment may be: promotions, transfers, temporary
to permanent and part-time to full-time. Internal recruitment also involves internal
, Maria Araujo
Unit 13: recruitment and selection
Assignment 1
advertising and the different methods are: emails, web pages, staff meetings, staff
news-letters and intranet.
The advantages of internal recruitment are…
Cheaper and more cost effective to recruit
Quicker to recruit
Provides opportunity of promotion which increases motivation
Businesses are already aware of candidate’s strengths and weaknesses
Staff already know how the business operates
The disadvantages of internal recruitment are…
The number of applicants is limited
New ideas aren’t created or introduced from the outside
No external perspective is taken under consideration
Resentment may be caused for those who aren’t promoted
Other vacancies are created and need to be filled
External recruitment:
This is defined as when a business recruits’ suitable applicants to fill the vacancy
from outside the busine4ss (external applicants). This may be arranged within the
HR department or a recruitment agency/ job centre such as reed, hays, office angels
or Michael page and much more. External recruitment also involves external
advertising and the different methods used are: agencies, job centres, job/company
websites, social media, emailing previous applicants and newspapers.
The advantages of external recruitment are…
Nonbiased
Wider range of experience provided
Larger number of candidates to select from
Higher quality applicants with new skills
New innovative ideas may be provided by applicants
The disadvantages of external recruitment are…
Advertisements and interviews are expensive
They can also be quite time consuming making the process very long
The effectiveness of the selective process to provide the most suitable
applicant may be very low.
For applicants to get up to speed and fully trained they may take up to 28
weeks
External recruitment is more expensive than internal recruitment and is more time
consuming is due to advertising through different methods of media and through
conducting several telephone interviews which will end causing the company to have
an expensive telephone bill along with this due to the many applicants telephone and
face-to-face interviews will be a long process and be extremely tie consuming which
is very important as time costs money, and if it were to be rushed the applicants
Unit 13: recruitment and selection
Assignment 1
P1: Identify how two organizations plan recruitment using
internal and external sources.
Recruitment is the process of selecting workers within a large selection of applicants
with the required qualifications/skills that have been attracted to a vacant position
within an organisation. The candidate’s skills and qualifications need to meet the
businesses objectives in order for them to be fit for the job.
The recruitment process includes 10 stages, these involve:
1. identifying the need for staff within a business: where the supervisors and
managers within a company recognises that more staff may be needed, and
this may be due to company expansion or many other factors.
2. Indicating whether recruitment is completely necessary: where factors
will be taken into consideration, in order to see if there are any other solutions
other than recruitment such as dividing work between existing staff etc.
3. Recruitment documents created: this involves the company producing a job
description and specification before creating a vacancy with all the information
needed, explaining the requirements and salary.
4. Vacancy advertised: where the company advertises the vacancy in order to
attract their target market being suitable applicants with the requirements.
5. Applicants shortlisted: after all the applicants have applied for the vacancy
and the company has a large selection of candidates they will select only a
few (the best) to pass through the next stage.
6. Telephone interviews: where the company discovers a bit about the
applicants and what they are like, if they are successful in this interview they
pass to the next stage being the face-to-face interviews.
7. Face-to-face interviews: where more applicants are asked more in-depth
questions and tested in some ways depending on what the recruiter/company
desires.
8. Position offered: This is where the successful applicant who may be most
suitable for the role in the companies/managers eyes is offered the position.
9. Applicants documents checked: documents such as bank details in order
to get paid, CVs in order to check how experienced the applicant may be and
passport in order to see if the applicant is eligible to work in the country.
10. Vacancy filled: the stages are completed, and the applicant is ready to fill the
position and work.
Within recruitment there are 2 types of recruitment, internal and external recruitment.
Both types have many advantages and disadvantages.
Internal recruitment:
This is defined as recruiting from within an existing workforce of a business for a
vacancy. Methods of internal recruitment may be: promotions, transfers, temporary
to permanent and part-time to full-time. Internal recruitment also involves internal
, Maria Araujo
Unit 13: recruitment and selection
Assignment 1
advertising and the different methods are: emails, web pages, staff meetings, staff
news-letters and intranet.
The advantages of internal recruitment are…
Cheaper and more cost effective to recruit
Quicker to recruit
Provides opportunity of promotion which increases motivation
Businesses are already aware of candidate’s strengths and weaknesses
Staff already know how the business operates
The disadvantages of internal recruitment are…
The number of applicants is limited
New ideas aren’t created or introduced from the outside
No external perspective is taken under consideration
Resentment may be caused for those who aren’t promoted
Other vacancies are created and need to be filled
External recruitment:
This is defined as when a business recruits’ suitable applicants to fill the vacancy
from outside the busine4ss (external applicants). This may be arranged within the
HR department or a recruitment agency/ job centre such as reed, hays, office angels
or Michael page and much more. External recruitment also involves external
advertising and the different methods used are: agencies, job centres, job/company
websites, social media, emailing previous applicants and newspapers.
The advantages of external recruitment are…
Nonbiased
Wider range of experience provided
Larger number of candidates to select from
Higher quality applicants with new skills
New innovative ideas may be provided by applicants
The disadvantages of external recruitment are…
Advertisements and interviews are expensive
They can also be quite time consuming making the process very long
The effectiveness of the selective process to provide the most suitable
applicant may be very low.
For applicants to get up to speed and fully trained they may take up to 28
weeks
External recruitment is more expensive than internal recruitment and is more time
consuming is due to advertising through different methods of media and through
conducting several telephone interviews which will end causing the company to have
an expensive telephone bill along with this due to the many applicants telephone and
face-to-face interviews will be a long process and be extremely tie consuming which
is very important as time costs money, and if it were to be rushed the applicants
