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For the successful operation of any enterprise, personnel or, as they say in modern society, personnel are of great importance. From those people who perform the functions and duties assigned to them, the income of the company and its competitiveness in the market of goods or services depend. Therefore, recruitment is an important component of the activities of the personnel service or manager, whose competence includes the search, hiring and adaptation of employees. This article will answer the question of what are the internal and external sources of staff recruitment. And also in the article we will talk about what are the advantages and disadvantages of these sources.

External sources

External sources of recruitment include:

• recruiting companies and recruitment agencies;
• private and public services and employment centers;
• specialized educational institutions;
• professional clubs;
• public organizations.

Methods of external attraction

In order to attract candidates to the company successfully, the HR manager needs to apply the following series of methods:

• holding seminars, conferences or exhibitions within the company;
• conducting job fairs;
• notification of open vacancies through the media (television, press, radio, Internet);
• holding so-called career days in profile educational institutions;
• visits by the manager to professional clubs or public organizations;
• organization of competitions of professional skills.

In order to be able to apply each of these methods, it is initially necessary to assess the situation on the labor market in the region where the enterprise is located and analyze the main criteria for requirements for the candidate. For example, if an organization needs young and active specialists, then the method of contact and cooperation with higher educational institutions would be ideal. But if a candidate with extensive work experience is required, such a source of staff recruitment for the organization will be completely ineffective.

As already noted, each method and source has its advantages and disadvantages, but it is worth dwelling on this issue in more detail. This is necessary in order to understand in which companies external sources of recruitment will work best, and for which companies, on the contrary, they will only become an obstacle in the search for specialists.

Benefits of External Sources

• The main advantage of external sources of attracting personnel can be considered a wide range of possibilities for choosing specialists.
• With the arrival of new professional staff often the company has new impulses in its development.
• External sources of personnel attraction are fully capable of satisfying the organization's need for people.
• Recruitment from outside reduces the risk of intrigues in the team.
• New people often bring new ideas to the company for its development.
• If the enterprise is engaged in the production of specific products or uses certain technologies in its activities, an external source of personnel recruitment for financial costs is much cheaper than training or retraining people already involved in the enterprise.
• Attracting personnel from external sources, at the same time it is possible to advertise the enterprise in the external environment.

Disadvantages of external sources

We can highlight the following disadvantages of external sources of staff recruitment:

• Significant waste of the company to attract specialists.
• High probability that an employee may not pass probation, which will contribute to the turnover of the workforce.
• New employees are poorly oriented in the workplace; accordingly, difficulties may arise in adapting, getting used to the management style and corporate culture enterprises.
• Engagement from middle and senior employees blocks the possibility of career advancement career ladder other employees, which may negatively affect the motivation of staff.
• Decrease in labor productivity due to the period of adaptation.

Internal sources of personnel search

The internal sources of attracting specialists for the enterprise include:

• personnel reserve;
• candidates who show initiative in their work;
• worthy employees of the enterprise;
• personal contacts of employees (friends, relatives, acquaintances who meet the requirements of the position);
• former employees of the organization.

Methods of internal attraction

In order for the application of methods to search for personnel within the organization to be successful, the manager needs to make a sufficiently large amount of effort. You will need:

• organization of "open days";
• design and creation of corporate press or bulletin boards;
• internship and practice;
• organization of "career days";
• Creation work program"Fast Career";
• informing about vacancies general meetings or meetings;
• organization of internal corporate professional competitions.

It should be noted that the internal source of search and selection of personnel is the labor resource of the enterprise. In this case, it should be borne in mind that each of the listed methods must be applied based on the current goals of the organization. Thus, for example, to search for candidates for vacancies Within an organization, you can:

• if the management wants to minimize the number of staff;
• when organizing the horizontal redistribution of personnel;
• when organizing the vertical redistribution of personnel.

Recruiting within an organization is component work of the personnel department and personnel policy a company that is focused on a certain development of its employees and getting professional returns from them, and as a result, profit from their activities. But this recruitment option also has a number of advantages.

Benefits of Internal Engagement

These include:

1. Increasing the chance of building a career and, accordingly, the emergence of a sense of attachment of staff to the organization.
2. Low staffing costs.
3. Reduced adaptation time.
4. Opportunity to "educate" their own staff.
5. Emergence of purposefulness of professional development of employees.
6. The ability to avoid staff turnover in the organization.
7. There is an opportunity to assess the ability of staff.

Disadvantages of internal sources of recruitment

The main ones are:

1. Limited selection of staff.
2. The likelihood of creating stressful and conflict situations in the team.
3. The emergence of familiarity.
4. The likelihood of losing an employee with great experience due to a possible refusal to him in a vacant position.
5. Additional costs for reprofiling or training workers.
6. When employees are promoted, new vacancies appear for their old positions, so the need for personnel does not decrease, but only its level changes.

Search and selection of employees for senior positions

The first thing you need to pay attention to when looking for a candidate for a leadership position is his role in the organization, namely whether it will be operational or strategic. There are the following sources for finding high-ranking candidates:

• own personnel reserve;
• labor market;
• other companies.

The best source can be considered the organization's own personnel reserve, and this is due to the fact that many experts note a clear trend in the lack of competent and professional managers. The creation of a reserve consists in analyzing the potential of employees, selecting the best employees and their management training. The only drawback of the reserve is the length of this process.

Turning to external sources of search for leaders, it is necessary for the manager to determine the technology of the process of searching and selecting candidates. If standard recruiting is not able to satisfy the organization's need for a leader, then the following targeted search technologies are used - Executive Search and Headhunting.

Executive Search - selection of managers who are able to effectively fulfill their duties, manage people and are able to make independent decisions, as well as favorably influence the development of the organization. Such a targeted search is organized by certain recruiting companies that study the customer’s company, form an optimal candidate profile, analyze the labor market, form a list of applicants, organize personal meetings between the candidate and the customer and accompany the candidate and the customer at the initial stage of the labor process.

Headhunting is a search for top-ranking leaders and very rare specialists. The essence of such a search for leaders is to lure highly qualified personnel from other organizations. It should be noted that only an experienced manager or employee can handle the Headhunting method. recruiting company, since such a search requires experience in the economic, psychological and managerial fields. And also you need to be able to interest a specific person so that he decides to change his place of work in favor of the customer's company.

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Methods of attracting personnel can be active and passive.

TO active usually resorted to in the case when the labor market demand for labor, especially skilled, exceeds its supply and it is necessary, as they say, to intercept the worker.

There are the following types of such methods:

1. Direct targeted recruitment based on the establishment of contacts by the organization with those who are of interest to it as potential employees, in order to stimulate interest in a new job.

Recruitment is done:

1. In educational institutions (the advantage here is that the candidates are “unspoiled” and they do not need to be “broken”, but it is enough to create favorable conditions for growth)

2. Competitors: hiring consultants - "bounty hunters" - find based on personal contacts, databases, and so on. candidates and contact them.

3. In state employment centers.

4. In private recruitment agencies, working mainly with highly qualified specialists. Most often, such agencies are of two types: personnel (looking for work for individuals); recruiting (looking for employees for organizations).

Usually, agencies are contacted in cases where there is no own personnel service or it is not able to recruit it at the proper level due to lack of experience in independent action and, if necessary, urgently fill existing vacancies, especially in rare specialties or managerial positions.

5. With the help of personal connections of working employees.

6. According to notes, calls "from above" or from those to whom they are obliged, with whom they do not want to spoil relations ("behind the scenes" attraction).

7. On special Internet sites or on the company's own websites, personal Internet pages. Employers can also send job listings via email.

The advantage of the Internet as a tool for solving personnel problems can be considered:

· Reducing the time and money spent on attracting candidates;

Improving the quality of candidates

Geographical breadth of contacts

Providing opportunities for broad mutual communication between employers and employees

Attracting people interested in working in this particular corporation

· Ability to conduct a dialogue in real time with applicants located anywhere in the world.

2. Organization of presentations. As a rule, they are visited by random passers-by or people living nearby, usually from among those who are looking for additional income.

3. Participation in job fairs. The latter are usually organized by local authorities mainly for the employment of people of mass professions who want to find or change jobs.

4. Holding holidays and festivals. The latter are designed to attract the attention of highly qualified workers who are interested in this particular organization.

TO passive methods of attracting personnel are resorted to with a high supply of labor. These include:

1. Placement of ads in external media.

In job advertisements, which are best published on weekends, it is necessary to reflect the following information:

features of the organization

job description

requirements for the applicant

system of payment, benefits and incentives

organization of the selection process

Address and contact numbers.

2. Official information in internal media

3. Publicity - a free and paid article about the organization and the benefits of working in it, which is prepared by the management or personnel service.

4. Attracting personnel by forming a favorable image of the company.

5. Waiting for people who randomly offer their services.

However, since purposeful work is not carried out in the last two cases, there is a danger of recruiting not the best people.

Workshop #6: Staff development

The recruitment plan is usually a special section of the operational personnel plan. The recruitment plan traditionally includes issues of marketing, selection, and hiring (understood in a narrow sense: as enrollment in the organization's staff) of employees.

Critical Components of a Recruitment Plan are usually:

goals and objectives of the plan arising from the strategic goals of the organization;

the required number, qualifications and time of recruitment of employees;

the main difficulties associated with recruitment and ways to overcome them;

recruitment program.

The recruitment plan includes the following items:

organizational structure of the enterprise or its division;

classification of work performed;

need for personnel differentiated by departments and (or) positions;

the procedure and terms for holding positions;

profiles of requirements for employees (qualification cards, competency cards, specifications, job descriptions and so on. – depending on which selection tool the company uses);

sources of meeting the need for workers;

forms of training, retraining, advanced training, development of personnel as a whole, allowing to prepare employees for occupying vacant positions;

personnel assessment methods;

attraction activities;

structure and amount of necessary costs.

5.3.2. Personnel marketing planning

5.3.2.1. Personnel marketing as a tool for attracting and

staff retention and satisfaction of desires

current and future employees

In modern conditions of narrowing the labor market and increased competition for the most valuable personnel providing companies with personnel is based on active marketing work. This work is of a long-term nature and therefore, to a greater extent, it is usual work with labor resources needs planning.

The basic idea of ​​personnel marketing- so organize the "product" - the workplace, so that it meets the interests and expectations of employees and encourages them to work for this enterprise, to give preference to it among other similar organizations

personnel marketing is a service tool, satisfying the desires of its customers - current and future employees, insofar as it is focused on attracting them to the enterprise and keeping them in this organization by informing them and meeting their expectations and needs. On this understanding of personnel marketing, its planning is built in leading companies.

As a tool for achieving goals personnel marketing is a means of implementing plans and programs to attract (recruit) personnel, retain employees and increase their organizational motivation.

The goals of personnel marketing in modern conditions are:

recruiting new employees for foreign market labor;

work with the existing internal personnel market, i.е. motivation, satisfaction of interests, ensuring the promotion and development of employees to optimize their labor contribution and retain them in the enterprise;

formation and maintenance of a positive image of the employer both among their employees and outside.

All these goals and opportunities for personnel marketing should be reflected in its planning.