Hrm 240 Recruitment Methods

Recruitment Methods
Lora Moulden
11/18/2010
HRM/240
Gary White

Recruitment Methods
There are many types of recruitment methods that employer chose to target the type of applicants they desire for the open position. I will describe one internal and three external ways to recruit applicants for a high school librarian. I will also describe the advantages and disadvantages of each recruitment method.
The first recruitment method for a high school librarian would be through advertisements. By placing advertisements in the local newspaper, on radio broadcasts, and web sites, the school board will be able to reach a larger audience of possible applicants more quickly, especially if the position needs to be filled at once. Another advantage for advertisements is that it highlights the major assets of the position. In addition, advertisements lets the potential applicants know that the high school is an equal opportunity employer. The disadvantage is that people who apply for the position apply with great hopes that the school board will not find a more qualified
individual. Thus, the school board takes the chance of receiving more under qualified individual applications.
Internet recruiting is another source the school board could use in order to find the most qualified and skillful applicants. It is a cheaper, faster, and potentially more effective way to recruit an applicant. Another advantage for internet recruitment is that web sites such as Monster.com, has a tracking system that can match the job requirements with the experiences and skills with the applicant. Disadvantages to internet recruiting include the loss of potential local “walk-ins”, less applications, and it puts a limit on recruitment resources and applicants for the school board.
The final external way of recruitment the school board would use is the public employment agencies.
Each state maintains an employment agency that administers its unemployment insurance program. This gives the school board an advantage because when a position needs to be filled immediately, the agency can refer an individual to them that have the specified skills and experiences for the job. The agency can also assist with any testing, job analysis, evaluation programs, and community wage surveys that would occur with a normal applicant. On the flip side, the applicant must be “suitable for employment”. Each individual is required to go through a job placement session in order to keep his or her unemployment wages. If an individual sees that they could make more through their unemployment wages, he or she may not interview as well for the position, leaving the school board with no position to
fill.
I am not quite sure about the advantages of hiring within for a high school librarian, because this position has skills and requirements that are not always the same for those such as a teacher, lunch person, or school bus driver. Yet the advantages for internal recruiting can let the employer capitalize on their investment they made during recruitment, selection process, training, and developing the current employees. The firm can reward their employees for past performances, and use him or her as an example to improve morale for others. Internal recruitment can protect its employees from layoffs and or broaden job experiences. A disadvantage of internal recruitment is that those from within may not always have the desired specialized training, required education, and specific skills needed to fill the position. If a firm relies too much on internal resources, it could lead to inbreeding of ideas and attitudes.
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