Recruitment – Internal vs. External

In: Business and Management

Submitted By deekramer2
Words 2046
Pages 9
Recruitment – Internal vs. External
As the world today keeps changing and the economy struggles to maintain workforce; there needs to be a lot of things truly thought out before just posting a job and hiring a person. I know in the company that I work for in which I am the Director of HR/Payroll of a management group for eight places; one fireplace/landscape business, three donut shops, and.five assisted living facilities; we have general guidelines of posting jobs and process for recruiting but then there are many things that then must be specific to the industry of those business. I also did research and found that many have the same issues we do and what they feel is the key things to know for doing recruiting. In the management group we have developed a HR manual which has policy and procedures that must be followed for doing the steps for recruitment and the follow through to get the candidates hired. As I have attached a copy of the request for recruitment form, job requisition form and the job duties questionnaire and the job description form which are the tools we use to get positions approved and filled for the company in Appendix A. There is a step-by-step for doing the recruiting and where to post the jobs. We then follow this step up with the interview process and pre & post offer screening and then the orientation of new hire. The initial start of the process is what our philosophy is: (this is from our HR policy manual) Philosophy: Our ability to operate our company is directly related to our ability to successfully recruit and retain qualified associates. Successful recruitment is a sustained seven-day a week, 365 days a year effort. Every contact associates make is a potential future associate or a lead to one. The most successful recruitment method is personal contact. Personal contact is primarily conducted: (1)…...

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