2.2.3 - Recruitment and selection
Learn how a business attracts applicants, compares their evidence and chooses a suitable employee, and why recruitment methods must fit the vacancy rather than simply minimise immediate cost.
Internal and external recruitment
The source of applicants affects the business's recruitment cost, knowledge of candidates and access to new skills.
Internal and external recruitment
Internal recruitment fills a vacancy from existing employees; external recruitment seeks applicants from outside the business.
A business can invite current employees to apply for promotion or transfer. It already knows something about their work, and they know its procedures, so internal recruitment may reduce uncertainty and familiarisation time. Promotion opportunities can motivate staff who see a possible future in the business. However, the internal pool may be small or lack the required skills. Unsuccessful applicants may be disappointed, and promoting someone can create another vacancy in their old role. A capable worker is not automatically a capable supervisor.
External recruitment can attract a wider pool and new experience or ideas. It is useful when the business needs skills unavailable internally. Advertising, checking applications and introducing a newcomer can take time and money; the business has less direct knowledge of their performance. A wide pool is valuable only if the employer can identify suitable evidence rather than being overwhelmed by irrelevant applications.
An illustrative small bakery in Peru needs a production supervisor. An experienced current baker already knows its recipes, but the owner must check their ability to organise people. An external applicant may bring supervisory experience, while needing to learn the recipes. An illustrative large digital retailer opening a new distribution centre may seek external applicants with specialised automation skills that its current employees do not possess. It can also advertise internal transfer opportunities for roles where company knowledge matters.
The employer can use both routes when appropriate. The decision depends on the role, available skills, urgency, recruitment resources and the value of fresh ideas. “Internal is always cheaper” overlooks the replacement vacancy and training; “external is always better” overlooks the value of proven performance.
Job advertisements
A job advertisement attracts attention to a vacancy and gives suitable people enough information to apply.
An advertisement normally explains the job title, main work, location, important requirements, relevant hours or terms, and how and when to apply. The job description and person specification help the business make these details accurate. The advertisement is the invitation to apply; it does not replace the fuller documents or guarantee that its readers are suitable.
The advertising channel should reach the intended applicants. An internal notice or intranet can reach current employees. An external recruitment website can reach many people and accept applications quickly, but may attract numerous unsuitable applications. A local newspaper or community channel may reach applicants for a local role; a specialist industry channel may reach fewer people but more with relevant skills. An agency can help find candidates but charges for its service and still needs a clear brief. A low advertising price is poor value if qualified applicants do not see the vacancy.
In an illustrative small bicycle repair shop, a local advertisement explaining repair skills and Saturday work may reach suitable nearby applicants. An illustrative global pharmaceutical manufacturer seeking a specialist engineer may need a specialist or wider channel because the required skill is scarce. Neither business benefits from vague promises that obscure the actual work: applicants may withdraw later, making recruitment slower and more expensive.
Advertisements should focus on relevant job requirements and follow applicable employment rules. Clear accessible wording helps people decide whether their skills and availability fit. A closing date and usable application route allow the business to organise comparison rather than receiving incomplete or late information through many unrelated channels.
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