Traditional Recruitment Methods..Are they still valid ?

Human Resource Management Module Assessment

DEPARTMENT OF Entrepreneurship

Faculty of Enterprise and Humanities

Continuous Assessment Cover Sheet.

STUDENT NAME: Peter O’Byrne

STUDENT NUMBER:

PROGRAMME: DL243f

YEAR: 2012/2013 MODULE: Theme 5 : Resourcing

ASSESSMENT: Traditional Recruitment Methods. Are they still in use ?

WORD COUNT: 1,987

LECTURER: Sharon McGreevy

I / we have read the plagiarism policy and procedures and I / we declare that this report / essay / project is my/our own original work.

SIGNED: __________________________________________
Traditional Recruitment Methods

Are they still in use ?
Peter O’Byrne
Class 243F
Student No:
Human Resource Management

Table of Contents

Introduction ……………………………………………………………………………..4

Recruitment……………………………………………………………………………. 4

Internal Recruitment………………………………………………………………..5

External Recruitment………………………………………………………………..6

Recruitment methods in Ireland……………………………………………….7-8

Conclusion………………………………………………………………………………..8-9

References………………………………………………………………………………10-11Introduction
In human resource management there are great many prescribed texts and literature on the recruitment of staff aimed at helping organisations to increase their chances of finding the right person for the vacant positions held by organisations today. According to CIPD (2011) recruitment is the process of having the right person in the right place at the right time, to carry out specific functions in an organisation. (Montgomery, 1996) highlights the notion of “fit” as the key to job success, suggesting having the right person in the right place at the right time that “fits” in with the culture of the organisation is the key to successful recruitment. Whilst (Chatman, 1989) argues “fit” as where both the candidate and the organisation have the same goals. (Plumbley, 1985) goes so far as to say the quality of employees recruited in an organisation will be the

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