- Employees taking early or normal retirement.
- Employing gay and lesbian personnel.
- Employing relatives and friends of existing employees.
- Employing children domestically and internationally.
- Employing union/non-union members.
- The balance of the emphasis on technical skills and formal qualifications and the emphasis on the values held by applicant. .
- The selection of methods and media to recruit personnel.
- The decision about what extend to inform applicant about the job, the company and so on.
- The decision about how and when to inform applicants about the job, the company, and so on.
2.1.2 Recruitment Sources.
Stone(2002, p. 175) defined recruitment source as "where qualified individuals are located-. Influences that constrain in determining recruiting sources include image of the organization, attractiveness and nature of the job, internal policies, government requirements, and the recruiting budget.
There are two types of sources, internal source and external source. Every source has their own advantage and disadvantage. .
Internal Sources is the source where the qualified individuals are located within the organization.
Advantages: .
Organizations have more knowledge of the candidate's strengths and weaknesses.
Candidate already knows the organization .
Employee morale and motivation are enhanced .
Organization's return on investment in training and development increased.
Can generate a succession of promotions.
Organizations needs to hire only entry-level candidates.
Disadvantage:.
Employee may be promoted beyond their level of competence.
Employee infighting for promotions can affect morale.
Inbreeding can stifle creativity and innovation.
System can become bureaucratic.
Excellent training and development programs are necessary.
External Sources is the source where qualified individuals are located outside the organization. .
Advantages:.
The pool of talent is bigger.
New insights, skills, and know-how can be introduced into the organization.
