P1: Identify how two organisations plan recruitment using internal and external sources.
P2: Explain the impact of the legal and regulatory framework on recruitment and selection activities.
P1: Identify how two organisations plan recruitment using internal and external sources
In this assignment I will give a detailed overview of the key stages in a recruitment process,
informing readers on the entire process from start to finish.
Reasons why a vacancy may occur in a workplace is if previous employees leave, there is an increase
in the volume of work e.g. in the Christmas period, different kinds of work arise e.g. if the businesses
expands they will need new employees to cover different areas or machinery, a company may need
to employ new people if existing staff go on maternity/paternity leave or if someone leaves due to
sickness, they would have to be replaced.
When a vacancy arises the business must discuss and plan how they will advertise for this, whether
they will advertise the vacancy internally or externally. Internal advertising is where a vacancy arises
in a business and is given to an existing employee in the company. Employees are informed about
the vacancy by internal advertisements in the work place. Examples of internal sources are transfers,
this is when a current employee is shifted to a similar job, and this doesn’t involve changes in their
rank, responsibility or prestige in the business. The amount of employees in the business does not
increase when a transfer occurs in order to fill a vacancy. Another internal source which the business
should consider when a vacancy arises is a promotion; this is when an employee shifts to a different
position which carries better prestige, more responsibilities and higher pay. If somebody in the
business receives a promotion their present position will be vacant, if employees see their
colleagues get a promotion it will motivate them so they can do the same.
Finding a candidate to fill the vacancy can also be done externally; businesses should also consider
this option when deciding how to advertise the job vacancy. Businesses will probably try and avoid
this because of the costly and time consuming element, however they may be able to reach a wider
range of people by advertising this way. There are many different methods of externally advertising
for a job vacancy, for example informing schools, colleges and universities about the vacancy so they
can inform students or graduates about jobs which they have the qualifications required for, this will
lead to the best skilled people applying for the job. Businesses could also inform job centres and
recruitment agencies about the vacancy they have, who could then propose the information to
individuals who have visited either a job centre or agency if the job role suits them, this will also
mean a wide range of people will apply for the job and therefore the business can analyse
everyone’s application and offer the job to the best candidate.
If a business wants to recruit internally they will only advertise within the business so people outside
of the business are unaware of the vacancy and do not have the opportunity to apply. Examples of
this are sending emails to employees about the vacancy to inform them about what the job would
involve and the ideal candidate. A business could also advertise internally by putting posters with
information about the vacancy around the building or having a staff meeting and informing all
employees about it there and give them the opportunity over the next 7 days to apply.
If a business is looking for a candidate externally they will advertise to the general public, the
company will firstly need to decide what form of media to use, for example TV advert, radio,
newspaper, flyers or billboard, they could also advertise on an online job vacancy websites such as
indeed.com. Large companies could afford to spend a lot to broadcast their vacancy on radio adverts
in order to reach the largest audience possible, whereas this would not be an option for a business
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