Introduction
External recruiting is a process that companies often resort to, replenishing the staff and looking for candidates for new positions. Although external recruiting can be costly, it is often unavoidable. Depending on its goals and objectives, the organization may search for candidates through agencies, the company’s website, social networks, or newspapers. During external recruiting, an organization can increase Diversity, Equity, and Inclusion (DE&I) by diversifying its recruitment, conducting ethical interviews, and openly posting a job description.
Approaches to External Recruitment
External recruiting is a process in which new candidates enter the company from external sources, which can be connected with the company or completely independent. The main feature of this type of recruitment is that the company will need additional resources to organize it, regardless of whether they resort to search resources or the help of a recruiting agency. External recruitment always involves approaching potential candidates for employment outside the organization (Picardi, 2019, 144). One of the simplest methods is to post the vacancy on the organizational website, which does not require significant resources and the involvement of a large number of specialists (Picardi, 2019, 145). However, this method may not bring in a significant number of new candidates since many people may not visit the organizations’ sites.
Social networks for posting job ads are becoming increasingly popular. Facebook is an example of how a company can inform millions of users about a new vacancy (Picardi, 2019, 145). Social networks are a suitable choice for saving resources and advertising costs. Some firms may prefer to use the old way of searching for candidates through newspapers and periodicals (Picardi, 2019, 145). Although electronic media are preferred most, printed resources may be in demand among some applicants.
Finally, recruiting agencies can be contacted to find employees, being able to provide new candidates for particular needs (Picardi, 2019, 146). The external recruitment process is often necessary but time-consuming. The company needs to adequately define the channel for posting vacancies and develop selection criteria, which can lead to a protracted search for employees.
Benefits of External Recruitment
A company that uses external recruiting may pursue the goal of expanding the staff, finding employees in a new department, or finding a replacement for a retired employee or an employee on vacation. Depending on the budget and target audience of applicants, the company chooses its own recruiting method (Picardi, 2019, 145). Combining multiple strategies can result in faster hiring but also increased costs for the recruiting process.
However, a company that uses external recruiting can significantly improve its DE&I. Since candidate proposals can come from a variety of sources, it is not too costly to make the process inclusive. First of all, it is necessary to diversify the recruiting strategy, primarily if the organization can provide remote work. Openness, honesty, and clarity of the job description will also help the process. Finally, it is essential to conduct an ethical interview that will simultaneously meet the company’s goals and be equal and comfortable for all candidates.
Conclusion
In conclusion, external recruiting is often a necessity for any company that is looking for employees for new positions. External recruiting involves financial resources for posting vacancies and a long-term employment procedure. However, this process allows for greater diversity in the workplace. By seeking employees in various locations, introducing remote work, and conducting ethical interviews, a company can greatly improve DE&I in organizational culture.
Reference
Picardi, C. A. (2019). Recruitment and selection: Strategies for workforce planning & assessment. SAGE Publications.