Types Of Recruitment And Selection
Recruitment, commodity recruitment and selection processes can be external or internal – and eventually, combine. Choosing the best model will depend on several factors, and each case needs to be analyzed.
In this model, the idea is for the recruitment and selection agency to identify the new occupant of a given vacancy within the contractor. There are numerous benefits when opting for it. As it is an internal process, the costs are lower. There is no concern with external disclosure, and the universe of candidates is much smaller.
Right off the bat, speed is gained, as the professional knows the company’s culture. In addition, there is no need to screen resumes, and part of the aptitude tests becomes unnecessary. In short, in an internal recruitment process, you already have a good part of the profile sought in front of you. Just understand if your collaborator meets the rest you want. This model, however, has some disadvantages. The oxygenation of ideas, for example, becomes smaller. Of course, that professional may have new approaches, but one way or another, he will already be used to the company’s processes, and the risk of intellectual stagnation of the company is greater.
The external recruitment and selection model is one in which a company seeks to fill a vacancy by hiring a new professional. When you choose to go to the market in search of new talent, the benefits are many. The main one is perhaps the one that is lacking in an internal selection and which we have already mentioned: the oxygenation of ideas.
This factor has always been important, but it has gained even more relevance in recent years. Currently, this is something fundamental for any company. People who come from outside bring a new vision of the world, are not trapped by internal “addictions,” and tend to be more easily able to identify points that need change or updating.
Intern knows this very well. The search for talents abroad and the help in placing thinking minds from abroad in business here have two basic objectives. One is building bridges between those who want to work and those looking for a professional. The other is to allow that bridge to be paved with new ideas and concepts, or at least with a different perspective.
Another benefit found in external recruitment and selection is the endless search possibilities. But this is only useful if the process is done by someone familiar.
This model encompasses both employees who already work within a company and the search for new professionals. There are different ways of making the selection, which can be done in separate stages – for example, first the employee base and, if necessary, then proceeding to the external search. Although it seems more democratic, the mixed model must be worked with care at the risk of demotivating professionals who already work with you. After all, think how frustrating it can be for an employee to realize that he missed a promotion or a chance to give a new direction in his career because the company decided to look for someone from outside for the position he was applying for.