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INSTRUCTOR: Let's take a look at a management perspective on internal or external recruitment. Recruiting is the process of developing a pool of qualified job applicants. Internal recruiting is the process of developing a pool of qualified job applicants from people who already work in the company.

Internal recruiting, sometimes called promotion from within, involves employee commitment, morale, and motivation. Recruiting current employees also reduces recruitment startup time and costs. And because employees are already familiar with the company's culture and procedures, they're more likely to succeed in new jobs.

Job posting is a procedure for advertising job openings within the company to existing employees. A job description and requirements are typically posted on a bulletin board, in a company newsletter, or in internal computerized job banks that are accessible only to employees. A career path is a planned sequence of jobs through which employees may advance within an organization.

External recruiting is the process of developing a pool of qualified job applicants from outside the company. External recruitment methods include advertising, newspapers, magazines, direct mail, radio or television, employee referrals, asking current employees to recommend possible job applicants, walk-ins, people who apply on their own, outside organizations like universities, trade schools, or professional societies, employment services like state or private employment agencies, temporary help agencies, and professional search firms, special events like career conferences and job fairs, internet job sites like CareerBuilder or Glassdoor.com, and social media like LinkedIn or Facebook, as well as career portals on company's websites.

Which external recruiting methods should you use? Historically, studies show that employee referrals, walk-ins, advertisements, and state employment agencies tend to be used most frequently for office and clerical and production and service employees. By contrast, advertisements in college or university recruiting are most frequently used for professional and technical employees. When recruiting managers, organizations tend to rely most heavily on advertisements, employee referrals, and search firms.

One of the biggest trends in recruiting is identifying passive candidates, people who are not actively seeking a job but who might be receptive to a change. Why pursue passive candidates? About half of all workers would be willing to change jobs if recruited by another company. Some companies are even hosting virtual career or job fairs where job applicants click on recruiting booths and learn more about a company, see the kinds of available jobs, and speak with company representatives via video chat or instant message.

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