Internal & External Recruitment (Edexcel IGCSE Business)
Advertising Vacancies
Spec point —
2.2.3· Internal and external recruitment: • job advertisement
Advertising vacancies
Internal and external recruitment
-
Internal recruitment is the appointment of a suitable candidate who already works for the business
-
External recruitment is where a new employee is appointed from outside the business
-
Businesses often use a combination of internal and external recruitment methods, depending on the nature of the job and the availability of suitable candidates
- The method chosen will also depend on the organisation's goals, the level of the position being filled and the industry in which it operates
Advertising the vacancy
-
After producing the job description and person specification when a vacancy arises, the business can advertise the role internally, externally, or a combination of both
-
In order to advertise the vacancy, the business must produce a job advertisement that includes
- Brief details of the job and characteristics of desired applicants
- How to apply for the job
-
Examples of job advertisements
Job advertisements are designed to attract interest and encourage candidates to apply for roles
Advertising vacancies internally and externally
| Advertising internally | Advertising externally |
|---|---|
| - If the business is seeking an internal candidate business newsletters, staff noticeboards or internal email can be used to display job advertisements - Line managers may be asked to recommend suitable candidates following appraisals - E.g. A new project management role within the organisation may be advertised in the weekly staff newsletter - Recruiting internally may mean workers do not need induction training and are highly productive relatively quickly - A further vacancy is created when a worker moves into their new role | - External candidates can be targeted with advertisements in newspapers, industry magazines, specialist recruitment websites, agencies and government-run agencies - Existing employees may be asked to nominate people they know for roles - sometimes they receive a reward of their nominee is successfully recruited - Businesses with a strong social media presence can use these platforms to advertise cost-effectively e.g. TikTok - New skills, experiences and ideas are introduced to the business - Some methods such as advertising in the mass media are expensive and it can be difficult to target the desired audience |
-
If a business needs to recruit quickly or if it is struggling to find the right employee it may use a recruitment agency to carry out the advertising and recruitment process on their behalf
- New employees may be found quickly through a recruitment agency which has potential candidates already enrolled
- It can be expensive as businesses have to pay a fee for these services
Shortlisting & Interviewing Candidates
Spec point —
2.2.3· Internal and external recruitment: • shortlisting • interviewing.
Shortlisting and interviewing candidates
- When recruiting for the role, the business will select candidates whose qualifications, skills, personal qualities and experience best match the job description and person specification
- The process of selecting prospective candidates for interview is called shortlisting, which is then followed by a job interview
| Shortlisting | Interviews |
|---|---|
| - A shortlist is a collection or list of the most well suited candidates for the role - A careful comparison with the job description and person specification is made - It is a list of the candidates whose applications meet the role criteria and for whom the business would like to find out some more information about them at interview - Shortlists are essential for sorting through large volumes of applications - Candidates on the shortlist are asked to interview or to complete assessment activities | - Interviews usually include a face to face, telephone or online discussion between a manager and the candidate about their suitability for the role - A set of relevant questions is used for all candidates to ensure that the interview is conducted in a fair and consistent manner - Interview questions may focus on - Skills and experiences relevant to the job - Successes and failures - and how these were overcome - Personal interests and experiences - The interview process should lead to a suitable candidate being appointed |
Exam Hint Shortlists and interviews are not alternatives - a business shortlists before it goes to the effort of interviewing candidates. Without a shortlist there would, in some cases, be too many candidates to meet in person. This would be costly and time-consuming.
Was this revision note helpful?
Build on this topic