This type of sourcing seeks candidates who are already in the company payroll. More often, the best candidates to fill a vacancy are found within the organization. Whenever there is a vacancy in a company, it means someone in the company has either been promoted, transferred, upgraded or even demoted. These internal sources include existing staff in the organization, employee referrals, previous job applicants and former employees. Existing employees can be informed of the job vacancy through emails, internal advertisement, memorandums and in person.

Referral of employees is one of the oldest techniques of sourcing for applicants, and it is mostly used. This is because it saves an organization up to 75% regarding cost than any other method. This is because the existing employees are already aware of the qualifications, skills, experience, and behavior of their acquaintances or friends in relation to the job requirement. This makes the match between the candidate and job vacancy easy. As a result, most applicants who have been referred have a positive feel to a company and are aware of the organization`s culture hence end up being an important asset to the organization.

Advantages of internal recruitment sources

Increased employee motivation: when the employees are considered and offered promotion opportunities, it boosts their morale and motivates them to be even more productive.

Proper utilization of employees: Employee’s skills, abilities, and qualifications can always be put to better use in a different field.

It is reliable: the company already know the candidates work performance, qualities, skills, and abilities and therefore they know their capabilities.

Less expensive: first, the different steps carried out during the hiring process are reduced, and this translates to reduced expenditure. Additionally, less orientation and training is needed.

With the mentioned benefits into considerations, it is safe to say that internal sources are a good option for an organization. Nevertheless, it has its drawbacks too.

Limited choice of candidates: this is the main disadvantage especially for a company that is small-sized.

Comfortable employees. These employees already know how the company operate, and as such, they are comfortable and may not have future prospects or ideas. Furthermore, they lack fresh ideas which could otherwise be brought by an outside applicant. In other words, this type of sourcing not only leads to inbreeding but also discourage the flow of new blood in the company.

Unfair or biased selection: another significant drawback is that is that selection of the applicant might be biased based on how much the HR department management likes or dislikes a candidate. This consequently results in disgruntlement and inefficacy in the organization.

External recruitment sources

With this type of recruitment, candidates are brought outside the company hence it supplies suitable, qualified and able applicants. There are many external sources, and this work will identify the majority of them. This process is not only time consuming but costly to the company. However, with strategic planning, some of the disadvantages can be minimized. The following are some of the primary external recruitment sources, their features and benefits, and drawbacks.

Advertising

The oldest and most frequently used source of recruitment. The advertisement can be on televisions, newspapers, magazines, radio stations, telephone as well as online platforms. Choosing the right channel or media means many right candidates can be accessed promptly.  However, this process requires intense funding and creativity. Strategic planning in terms of content, timing, and location more often creates a massive response. Most importantly, the targeted audience should be well defined and desired skills that candidates to have must be clearly stated.

To succeed in finding first-class candidates via advertising, the following strategies should be considered by the HR department:

• The advert should capture the employment seekers attention
• Grasp the attention
• The advert should be interesting, captivating, eye-catching such that the job hunter would want to read it.
• Simply put, it is crucial to consider the location of the advert, placement of logo, title, and graphics. Furthermore, the advert should have just enough and necessary information with the right, clear and simple to understand language.

Campus/College Recruitment

Different organizations nowadays opt to find inexperienced applicants from various educational institutions such as universities and colleges. Furthermore, some companies have a long term corporation and agreement with such institutions. This is especially seen in situations where the field of study is specific and precise specialists are required. The benefit of this method is that more often these candidates have no working experience and as such, they can be trained and nurtured to suit the company’s needs. Additionally, these applicants are fresh from school with new ideas that can be useful to the organization especially in this era of technological advancement where things become obsolete very fast. Unfortunately, these candidates are only available once a year when they graduate, and the majority of them have the same knowledge and background.

Hiring and recruitment firms

There are two categories of recruiting firms, and they include employment agencies and executive search firms. Employment agencies are majorly used to junior level position employees such as clerical as well as semi-skilled job positions. Executive search firms, on the other hand, are more on the professional opening and more often undertake the entire hiring process. This type of recruitment is costly, and the selection of employees lies mostly in the hands of the hiring firm. Nonetheless, this type of recruitment has access to a large workforce pool and can bring high-class applicants faster than an organization can do on their own. Additionally, through this method, the company can develop long term associations with other firms.

Organizational websites and Job Portals

Increased technological, especially in the field of smartphones and the internet, have changed how people spend their time. This means more candidates look and search for jobs online. The number of internet users has increased over the years, and more companies are keeping up with this trend by posting their positions on these online platforms. This method of recruitment reaches and attracts a good number of job hunters. It is the most effective method for mass recruitment. Nevertheless, it is crucial for an organization to choose the best job portal if they are to find the most talented labor pool for an opening. Furthermore, this process can be quite challenging for the HRM team and as such, the following pointers come in handy while selecting a job portal.

The number of people who have been hired through that portal

Cost-effectiveness

Relevance, size as well as the freshness of the job portal.

Organizational websites, on the other hand, are career sites that companies create to attract potential applicants. This trend is increasing especially in large corporations. More and more companies are encouraging candidates to apply for job vacancies through their websites. This not only builds the brand and image of the company but also creates a better understanding of the company`s organizational culture.

Job exhibitions and Fairs

This type of recruitment allows the HR department to interview a few applicants over a short period. This type of recruitment is more often focused on a specialized field or a specific group of people. For example, minorities, students, graduates, and women. This method is effective for mass recruitment, and also it is an excellent way for a firm to establish new relations with other companies. Additionally, this method encourages the corporation as well as the exchange of information among different companies. This is because such exhibitions take place in prominent places such as halls.

Headhunting and Poaching

More often, this technique is used to source senior and top management executives. This is because it is believed that the first-class candidates are those individuals who are already successful in their jobs and are they are comfortable in the current organization they are in. the company, therefore, assigns a headhunter to find a particular candidate which certain qualifications and skills and are thriving. These potential candidates can be found through

In competing or rival company

In a member list of professional organizations and bodies

Lastly, via confidential headhunting networks.

These methods have its shares of drawbacks, and they include, high fees since the candidate has to be enticed with higher salaries than what the current employer is paying them. Additionally, the database of candidates can be unreliable. Also, private information about a company and its employees can be disclosed and left to the public domain. Nevertheless, its advantages include decreased administrative as well as advertising expenses, confidence in skills and qualifications since the company already know the candidate’s capabilities. Furthermore, the company can attract highly qualified and talented labor pool.

Other sources

In this era of globalization and integration, other sources of recruitments have been discovered, and some organizations use them. For instance, government agencies, professional associations, data banks, trade unions, response cards, employment exchange. These methods are used depending on the type of applicant the organization desires to attract.

In conclusion, there are various sources of recruitment that can attract excellent applicants to the organization. It, therefore, goes without saying that reaching out to the targeted or right applicant becomes easy when the right recruitment source is used. For the recruitment method to be successful, though and strategic planning is core.  As a result, before the hiring process is commenced, the following factors should be put into consideration

Capital available for the recruitment process

How fast the vacant job need to be filled up

If the company wishes to reach a wider audience

The qualifications and skills the candidates should have.

Internet recruitment

Due to increased technological advancement, the internet has essential significance in people`s lives today.  The same is true for organizations. It is not astonishing that this advancement has brought changes in the HR practice today, especially the recruitment process. This trend of online recruitment is not only done by small and medium business but also by big corporations. According to research, the most popular research source by recruiters is websites, followed by internet job portal job.

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