2.1 HRM – Recruitment and Selection
🔍 Internal Recruitment
Internal recruitment means hiring from within the company. Think of it like a school where a student can apply for a new club position. It’s quick, cost‑effective, and boosts morale.
- Identify vacancy.
- Advertise internally (notice board, email).
- Shortlist candidates.
- Interview & selection.
- Offer & onboarding.
Pros:
- Fast
- Lower cost
- Motivation boost
Cons:
- Limited talent pool
- Potential for bias
🌍 External Recruitment
External recruitment brings in fresh talent from outside. It’s like inviting new students to join your school. It expands skills and ideas but can be pricier.
- Define role & requirements.
- Choose recruitment channels (job boards, agencies, social media).
- Collect & screen applications.
- Conduct interviews.
- Make offer & hire.
Pros:
- Broader talent pool
- New perspectives
Cons:
- Higher cost
- Longer time frame
Example cost calculation:
\$\text{Total cost} = C{\text{rec}} + C{\text{train}}\$
📊 Comparison Table
| Feature | Internal | External |
|---|
| Speed | Fast | Slower |
| Cost | Low | High |
| Talent Diversity | Limited | High |
| Employee Morale | Boosted | Neutral |
📝 Exam Tips
- Remember the 4 main stages of recruitment: Planning, Sourcing, Selecting, Hiring.
- Use the acronym ABC to recall Advertise, Brief, Choose for internal recruitment.
- For external, note the Cost‑Benefit trade‑off.
- Practice comparing internal vs. external using a table.
- Answer exam questions with clear examples (e.g., a school club vs. a new student).