External and internal recruitment strategies: advantages, disadvantages, and organizational factors

External and Internal Recruitment

External recruitment and its strategy at Coca Cola Company

Recruitment refers to an act of enabling employees take after the various roles and responsibilities within an organization. The act of selecting and employing procedures that ends in having employees fill up various responsibilities within an organization is referred to as recruitment. External recruitment refers to a recruitment process that the human resource of an organization moves outside the organization. The officer in charge searches and selects the best employees who are going to fill up the empty positions of responsibilities. Unlike internal recruitment, the mechanisms that are put in place cater for the organization from outside figures. The organization uses its human resource department to search systematically for workers who can be part of the employee fraternity in the organization (Chan, 2006, p. 34-45).

In Coca Cola Company, stakeholders involve external recruitment as it engrosses various approaches and strategies in order to meet their set objectives and goals (Vault, 2002, p. 56). For instance, the organization has often the use of advertisements that are pinned in various strategic locations that can be accessed by the public. The organizations explore the use of newspapers, search engines in the internet, and many other referrals that can be accessed by the public who are on need of jobs and other different responsibilities (McCool, 2008, p.197).

Coca Cola Company has found that using temporary employee agencies plays a critical role in exemplifying the possibilities of utilizing the experts to take up the roles at hand. Such approaches are used upon roles and responsibilities that require quick recoveries and occupations. Moreover, the company uses this criterion when it seeks to employ employees of fewer categories and skills. In some other situations, the company involves the use of headhunters or hiring consultants who seek, deliver, and screen various employees for the various responsibilities (Chen, 2005).

Advantages

External recruitment is crucial while recruiting fresh workers into the organization. These recruitments are external in nature. This means that they help to add new facets and methodologies of operation within Coca Cola Company. They offer chances of engaging new strengths and skill into the organization. Moreover, external recruitment is crucial when creating more awareness and acquaintance of the organization to the public. Coca Cola Company can link various departments with other organizations outside the organization.

Disadvantages

External recruitment is expansive within Coca Cola Company. It engages the organization into employing people whose comparative abilities are not known. In most cases, new employees from outside the organization will require training and guidance in order to take up the various responsibilities and roles at hand. Such activities consume time. Entry of external employees demands the organization to offer enough time for training and creation of awareness to the new recruited members (McCool, 2008).

Why organizations choose this criterion

In most cases, organization chooses this organization when trying to bring new and fresh workers into the organization. Entry of fresh employees cannot be made possible with presence of internal recruitment. When organizations seek ways to manage change, they require the services of external recruitment officers who engage in external (Bayo-Moriones & Ortin-Angel, 2006).

Internal recruitment and its strategy

Internal recruitment refers to recruitment that takes place within an organization. This criterion of recruitment is also used in Coca Cola Company. The new and recruited members are moved from one section or department to another within a single organisation. Internal recruitment strategy involves promoting employees from within a single organization in order to take up other positions of higher rank and responsiveness. There are different approaches used by Coca Cola Company while conducting internal recruitment. For instance, they involve the use of posting boards, email flashes, fliers, internet posts, and other channels of advertising within an organization. In some situations, the company might want to engage employees in aspects of reshuffling or creation of permanent jobs and employees within an organization (Chan, 2006).

In other situations, Coca Cola Company might want to engage horizontal paradigms of employment. Employees can be promoted from one position to another within an organization. Such activities involve what is termed as internal recruitment. Employees are recruited to take up different positions within an organization (Bayo-Moriones & Ortin-Angel, 2006). Many organizations will embrace internal recruitment in order to meet their demands of reshuffling of employees within an organization.

Advantages

Internal recruitment has a number of advantages. These advantages come to Coca Cola Company together with the respective employees who are involved in the process. Internal recruitment enables the company to utilize its employees to the best levels of productivity. Hiring new external employees will involve more time and financial constrains. Nonetheless, established employees within the organization are easy to handle. Moreover, internal employment is an opportunity for employees to rise in their levels of productivity within the organization. They come in the form of promotions and improvements within Coca Cola Company. Therefore, employees and the organization benefit from internal recruitment (Chan, 2006, p. 02-07).