The advantages of external recruitment consist in bringing people with new ideas within the company and continuing to the diversity of the company. The disadvantages are represented by the high costs and resources this type of recruitment requires. Most companies use this type of recruitment for lower level positions.

When analyzing these types of recruitment, it is recommended to associate them with various situations. This is because they have been developed in order to be used in situation characterized by different conditions, instead of addressing similar situations. The inefficiency associated with these recruitment techniques must be attributed to their incorrect application.

Another important issue derived from the hiring process is considered to be the retention of the employees. In some specialists' opinion, retention problems begin during the hiring process. The recruiting factors that are considered to influence personnel retention are represented by: hiring people focused on money, recruitment sources, their average tenure in other jobs, orientation at work, recruiter involvement after the hire, reduced level of diversity, managerial rewards, awareness on the causes of employee turnover. In other words, the retention level depends on neglecting these factors (Sullivan, 2007).

Other specialists have a different view on the subject. In their opinion, the retention of employees depends on the motivational strategy developed and implemented by the company. For example, employees decide to stay with the company if they are satisfied with the conditions provided by the...

This refers to financial motivation, other benefits, career opportunities. Their opinion is that even if the hiring process is a deficient one, it cannot significantly influence the retention level within the company.
There are numerous points-of-view on the hiring process that address several issues and seem to be contradictory. It is difficult and unproductive to determine which of these points-of-view are correct and are in accordance with the practice in the field. Instead, people interested in the subject must understand that all of these theories can prove to be correct in different situation. In other words, different theories apply to situation characterized by numerous combinations of factors. It is important to identify the factors of influence on each situation in order to determine which strategies are correct.

Reference list:

1.

Owen, C. (2005). Human Resource Management. International Digest. Retrieved March 13, 2011.

2.

Perry, a. & Kleiner, B. (2002). Management Research News. Patrington. Retrieved March 13, 2011.

3.

Segal, J. (2002). Hiring Days Are (Almost) Here Again! HR Magazine. Retrieved March 13, 2011.

4.

Millmore, M. (2003). How Extensive Is the Practice of Strategic Recruitment and Selection? Irish Journal of Management. Retrieved March 13, 2011.

5.

Sullivan, J. (2007). Retention Problems Begin During the Hiring Process. Retrieved March 13, 2011 from http://www.ere.net/2007/10/01/retention-problems-begin-during-the-hiring-process/.