Restricted choice, limited talent.

Favouritism.

Not available for newly established enterprises.

External Sources: Outside the organization.

High school and vocational schools
Colleges and Universities
Competitors and other firms
The unemployed

Methods of external recruitment:

Newspaper advertisements: Quick, flexible, targets specific areas, but can attract many unqualified applicants.
Television and Radio advertisements: Reaches passive job seekers, targets specific audiences, but can be expensive.
Campus recruiting: Effective for entry-level positions, lower salary expectations, but applicants lack experience.
Walk ins/unsolicited applications: Low cost for companies, but may not attract minorities or currently satisfied workers.
Employee referrals: Current employees refer applicants, providing accurate information, but can lead to cliques or discrimination.

Advantages of external sources:

Access to requisite skills, education, training.
Wider market for selection, irrespective of background.
Access to expertise and experience from other organizations.
Always available, even for new enterprises.
Brings in new blood and ideas.

Disadvantages of external sources:

More expensive and time-consuming.
Requires detailed screening.
Less familiarity with the organization, requiring more orientation.
May affect motivation and loyalty of existing staff if higher levels are filled externally.

4.1.4. Organizational Inducement in Recruitment

Organizational inducements are positive features and benefits offered to attract applicants:

Organizational compensation system (starting salaries, pay raises, incentives, benefits).
Career opportunities (growth, development, promotion).
Organizational reputation (general treatment of employees, quality of products/services, social endeavors).

4.2 The Meaning of Selection

Selection is the process of choosing the best person(s) from a list of applicants who meet the selection criteria, considering environmental conditions. It matches applicant qualifications with job requirements, essentially a process of rejection.

Selection differs from recruitment: recruitment identifies sources and stimulates applications; selection chooses from those applicants. Recruitment is positive; selection is negative (rejecting many to find a few suitable ones).

4.2.1 The Significance of Employee Selection

Effective selection is crucial for organizational success:

Improves productivity: Selecting qualified employees enhances organizational benefits.
Long-lasting decision: Difficult to reverse. Poor hires negatively impact success.
Affects other HR functions: Impacts training needs if less qualified people are hired.

4.2.2 Environmental Factors Affecting the Selection Process

Legal considerations: Legislation, executive orders, court decisions influence selection tools.
Speed of Decision Making: Time constraints can significantly impact the selection process.
Organizational hierarchy: Different methods used for varying levels (e.g., extensive checks for managers, simple tests for clerical).
Applicant pool (labour market): Number of qualified applicants affects selectivity.
Probationary period: Used to evaluate performance or check validity of selection.

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