MGT501 GDB 1 Solution Fall 2022

1ST SOLUTION:

In External Recruitment Candidates Provides new ideas and new insights.

They also provide greater diversity and helps achieve EEO goals by making

affirmative action easy.

In External Recruitment Candidates provides opportunities to handle rapid

growth if the organization and also opportunities to get people with up to date

and knowledge education and training.

 

2ND SOLUTION:

Hiring from within your business makes sense because new hires are already part of your team and know your culture and policies well. Hiring internal candidates can be more effective than external recruitment because it can:

1.      Reduce time to hire

In outsourcing, recruiting teams find candidates (either through sourcing or job postings), evaluate them, and if all goes well, convince them to join their company. All this takes time. Conversely, internal candidates are already part of your workplace, so the time you need to find and engage these candidates is much shorter. It's also easier to evaluate internal candidates because:

• Are pre-screened for cultural fit.

• Their records are easily accessible.

• They may not always need full interviews with managers (for example, if they move within their department, the department head already knows the candidate).

All this reduces the time spent in each stage of recruitment and your overall time to recruit.

2.                  Cost less

Research has shown that external hiring can cost 1.7 times more than internal hiring. This is because when hiring from within you usually don't need:

• Post ads on job boards. It's easy to notify internal candidates about job vacancies via email or your company's internal newsletter. You can also post printed job ads on a bulletin board if all your employees work in one location.

• Subscribe to databases. Instead of sourcing passive candidates from resume databases, ask managers about their team members or look in your HRIS to find co-workers who might be a good fit for your open roles.

• Pay for due diligence checks. You may have already done background checks on internal candidates when you first hired them. And you know if they're in good standing based on input from their manager or employee records.

 

3RD SOLUTION:

solution:

External Recruitment:

When employees are hired through propel channel from outside the organization

In our case External Recruitment is recommended

Reasons :

1.     Competent Employees with New skill sets

2.     Corruption will be stopped at Organization level

3.     Recruitment through Educational institutes

4.     Recommended for Fresh graduates

5.     Advertisement, test ,t interview than selection

6.     Costly than Internal Recruitment

7.     Emplovees with cheaper rates

 



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