1. Write down the advantages and disadvantagesof internal recruiting:
Advantages of Internal Recruitment
 ReducedTime to Hire
Withinternal recruiting,yousave all the time youotherwise spendonidentifying,attractingand
engagingcandidates.Youhave instantaccesstoyour candidatesandtheirtrackrecords,theyare
alreadya culture fitandalso pre-screenedforthe position,andthe departmentisalreadyacquainted
withthe candidate!
 Shortensthe Induction Process
Everynewhire takessome time to get acquaintedwithnew people andprocessesbutaninternal hire is
alreadyfamiliarwiththe company’spolicies,practicesandpeople.All theyneedtoknow aboutistheir
newrole andits responsibilities.
 Cost-effective
Internal recruitmentiscost-effective because unlikeexternal recruitmentitdoesnotinvolve job
postings,resume screening,filteringrelevantresumes,communicatingwithshortlistedcandidates,and
conductinginterviews.Yousimplyneedtonarrow downonthe mostsuitable candidates andhire the
rightfitto fill the openrole.
 ImprovedEmployee Morale
Internal promotionssendoutamessage thatthat youvalue yourstaff and are willingtoinvestintheir
careergrowth.Givingyourcurrent employeesmore opportunitiesforcareeradvancementbychanging
theirroleswill worktoboosttheirmorale andmotive themtodobetterintheirnew roles.
Disadvantages of Internal Recruitment
 May Stagnate the Company‘s Culture
While internal recruitmentdoessave alotof yourtime,energyandresources,itisnotwithout
drawbacks.It can rust the company’sculture because whenemployeesgettoocomfortable withthe
processesandprocedures,theyare unable tospot operational inefficienciesandstruggle toinnovate.
 IncreasedTraining Costs
Justbecause a currentemployee seemslike aperfectfitfora new role andhas all the desiredqualities,
doesnotmean he/she won’tneedtraining.Withexternalrecruitment,yougetacandidate withall the
requiredskills,experience andattributesthatallow himtobe productive immediately.But,anin-house
recruitisnot likelytotake onall the responsibilitiesandperformarole efficientlyfromday1.
 LimitedChoices
Your organizationmaybe havingseveral qualifiedemployeesforcertainpositions,buttheymaynotbe
a perfectmatch foran openposition.Forinstance,if arecentlycreatedrole isfairlyinnovative andnew
for yourbusiness,thenyourcurrentemployees maynotbe able to fulfil the responsibilitiesof thisrole.
For thisrole,youwouldneedsomeone withnew ideasandskills.

2.  May Lead to Workplace Hostility
Employeeswhohave beenconsideredforapromotionfora certainrole couldfeel resentfulif an
external candidate ortheirowncolleague ishiredforthatrole eventually.Also,managersare reluctant
to give awaytheirstar performersaslosingthemwouldimpactthe entire team’sperformance.Infact,
certainmanagerswouldalsogothe extentof hinderingthe processof transferorpromotionandthis
can leadto hostilityatwork.
Write down The Advantagesanddisadvantagesof usingtechnologyin recruitment
Advantages:
1.It’scost-effective
Whenyoupost a job ad onFacebook,youcan pay foras muchor as little exposureasyouwantand
target itto a veryspecificaudience.Indeed,if youmanage yourcampaigneffectively,youcansave
plentyof preciouscashwhile attractingapplicantswhoare the perfectfitforyourvacancy.
2. It’s immediate
Most job posts – and replies –appearin real-time.Thiscanhelpyoueitherincrease youreffortsto
attract more candidates,adifferentsetof candidates(early- insteadof mid-careerprofessionals,for
example) orevenstopcandidatesfromapplyingif you’ve alreadyfoundthe rightpersonforthe job.
3. You can reacha biggeraudience
The internetisa global phenomenon,withmore andmore usersgainingaccesseveryday,while inmost
developedcountries,internetusage isextremelyhigh.Therefore,youare gainingexposure toahuge
potential pool of applicants.
If you are lookingforyoungerrecruitsinparticular,thene-recruitmentisprobablythe singlemost
effectiveandefficientstrategypossible;inthe US,for instance,98% of the 18–29 age group are active
internetusers.
4. It’s easy
Almostanyone canposta jobadvertisementonline because mostestablishedjobboardsmake the
processclear,easyto understandanduser-friendly.
Conversely,the processisverysimpleforthe applicant,too,makingitquickandpainlessforinterested
partiestoapplyon the spot insteadof mailingCVsandwrittenapplicationsthroughthe post.
5. You can make yourjobad more dynamic
Postinga jobonline orviasocial mediaplatformsgivesyouachance to be more creative withyourad;
for instance, youcouldcreate andattach a short videoshowingoff the benefitsof workingforyour
company.

3. Indeed,youruse of technologycansaya lot aboutyour companyculture,helpingtoattract specific
typesof candidatesinthe process.Businessesthatuse technologyinsuchawayprove that theyaren’t
afraidto innovate andthattheyare opento new andinterestingwaysof doingthings.
6. It’s flexible
The internetgivesyouplentyof flexibilitywithregardstocontrollingyourpostsandthe applicationsyou
receive.If you postina newspaperandwantto amendthe jobadvert,though,youwouldlikelyneedto
pay foran entirelynewad.Withonline posts,mostplatformswill allowyoutoedit,update orremove
your jobpostwheneveryouwish.
7. It’s durable
Newspapersandotherformsof printedmediahave averylimitedlifetime,dependentontheir
publishingcycle.Mostclassifiedpublicationshave abiweeklypublishingcycle,meaningthatyouradwill
onlybe seenforthat relativelysmall amountof time.Onthe otherhand,online jobpostswill staylive
until the authoror the hostwebsite removesthem.
8. It’s accessible
No matterwhere youare in the world – if you have an internet-enableddevice andconnection,youcan
performall those managementtasksdescribedabove.Youcanmodifyyourjobposting,see how many
repliesyouhave andevencommunicate withcandidatesdirectly.
9. It expeditesthe hiringprocess
All of these advantagesdirectlyleadtothe biggestone of all:a shortenedhiringprocess.Youcan
shortlist(orevendirectlycontact) the bestapplicantsastheirapplicationscome in,withthe availability
of integrated ATSsoftware evendoingmostof the siftingworkforyou.
10. It allowsconfidentiality
Some employersprefertokeeptheirnamesorcompaniesprivate.Thisisespeciallytrue whenajobrole
or organisationistoosensitiveorcontroversial tobe advertisedonline.Withonlinerecruitment,
employerscanconceal the name of theirfirmsor evensearchandcontact candidatesdirectlywithout
the needof postinga jobadvertisement.
Disadvantages:
1. Costs can spiral
Dependingonthe online platformyouuse,youmayhave topay a subscriptionfee orothercoststo post
your vacancy.Some sitesmightrequire amembershipfee orcharge forextraserviceslike application
trackingor analyticsto manage youradvert.
Also,if youare notgettingthe kindof response you’re lookingfor,the costsof leavingthe adto run
longercan accumulate.
2. It can be difficulttomeasure theireffectiveness
Notall online recruitmentservicesofferanin-depthanalysisof yourposting;therefore,itcanbe hard to
figure outwhatis and isn’tworkingandhow to optimise yourad.

4. Of course,thisisa commonprobleminofflinerecruitment,too,butit’sworthrememberingthatjust
because you’ve postedanadonline doesn’tmeanthatyouwill alwayshave accesstoreamsof metrics
and supportingdata.
3. It’s informal
For some roles,companiesperceive thatonlinejobpostings –particularlyonsocial media –can give off
the wrong image of theircompany.Thisisparticularlytrue forexecutive-level roles,particularlyatfirms
(or inindustries)thathave a strongcorporate or professional culture.
It’snot uncommon,forinstance,forhigh-calibre firmstoadvertiseC-level rolesinreputableprint
publicationssuchas The Economistor the FinancialTimes.
4. It attracts badcandidates
As previouslymentioned,it’sveryeasyforpeople toapplyforjobsonline;this canpotentiallybe a
negative pointaswell,though.Postingapositiononlineusuallyresultsinhundredsof applicants,many
of whomwill notbe suitable fororseriousaboutthe role,thusdilutingthe qualityof yourtalentpool.
5. There’sa lotof competition
The main downside tofollowingtrendsisthateverybodyelseisdoingthe same thing.Asaresult,your
postcan quicklybecome buriedunderamountainof otherjoboffers,forcingyoutoeitherpaymore for
extraexposure orrisknotbeingseen.
Whenit comesto social media,you’re alsoatthe mercyof FacebookorTwitter’salgorithms,meaning
that whoyou targetisessentiallyinthe handsof somebodyelse.
6. It couldleadto lostlabourhours
If you are receivinglarge volumesof applications thatneedtobe pruned,there are technical issueswith
the platformyouare workingwith,orthe jobad itself constantlyneedstobe changed,thenthe process
can start to become difficulttomanage.Thiseitherdetractsyoufromotheraspectsof your jobor
requiressomebodyelsetosupervisethe processclosely.
7. It attracts fraudulentapplicants
Some applicationsmightbe fake togetinformationaboutthe companyorhiringofficer(acommon
espionage tactic).Simultaneously,spammersmightuse the informationpostedonline topromote a
service orproduct to yourcompany.
If you give awaytoo manydetailsinyourad,malicioushackerscanevenuse the informationto
potentiallygainaccesstoyour company’sITsystems.
8. It can affectcommunication
Communicatingwithprospective employeesthroughascreencan leadtomisconstruedmessagesor
wrongassumptions.However,talkingtosomeone face-to-face canclarifywhata personislike (atleast
by firstimpressions) whilealsomaintainingclearcommunicationwithone another.
9. It can leadtotechnical issues

5. Whetheryou’re chattingtocandidatesviaSkype chator Zoomvideocalls,itcan leave roomforpossible
technical faults.Itcan be quite embarrassingforarecruitertobe suddenlyswitched outof a
conversationorcall due to an electrical outage,while havinganunstable internetconnectioncanbe
awkward.If your companyhasn’tgot a stable internetconnectionoragood gripon technology,itcan
be detrimental toyourcompany’sreputedprofessionalism.
10. You may missouton greatemployees
Online recruitmentcansometimesfail toattractgood employeesif yourcompany’sonlinepersonaisn’t
up to scratch. Candidatesusuallyrushtothe organization’swebsiteorsocial mediatogeta sense of its
reputation,mission,andoverallculture.If theysee thatyoursaren’timpressiveenough,theymayturn
downthe jobproposal or justignore youradvertisementaltogether.
Identify some internal recruiting sources:
1.Transfers
The employees of the organizationare transferredtothe similarjobsof otherdepartments.Itmaynot
involve achange insalary,responsibility,andpositionof the job.Transfershelpinreducingthe boredom
and monotonyof the employeesoritmaybe usedtofill the vacancieswithsuitableinternalcandidates.
2.Promotions
Promotionsinvolve vacanciesof the organizationare filledbypromotingthe skilledemployeestothe
suitable jobsanditcan motivate the employeesbygivinghigherposition,increasedsalary, status,and
responsibility.Promotionscanhelpinreducingemployeeturnoverbycreatingthe hope of getting
higherpositions.
3.Demotions
Dependingonthe performance of the employeesof the organizations,sometimesmanagershave to
take decisionsregardingloweringthe positionsof few employeesof the organization.These employees
can act as a source of recruitmenttothe lowerpositions.
4.Employeesof the organization
Employeesof the organizationcommunicateorinformaboutthe vacant positionsof the organizationto
theirfriendsandrelatives.Inmanyorganizations,theyallowedreferringpotential candidatesforthe
suitable vacancies.
5.Retiredemployees
If the organizationsdonotfindthe rightpersonstofulfill the keymanagerial positionsthentheycall
back the retiredemployeesforachievingthe objectives.

6. Explain how technology and social networking affect recruiting processes for employers and
candidates:
As the worldmovesthroughthe digital economy, talentacquisition isgoingthroughamassive change.
Newpoolsof talentare nowaccessible toagencyandin-house recruitersthankstothe nextgeneration
of digital-technologies.
Networkingandsocial media have becomethe new place wheremostof today’srecruitmenttakes
place.86% of workingpeople usedsocial mediatolookforjobsand researchpotential employerinthe
firstdecade of theircareer.Its rapidlygrowingpopularityhasalteredthe wayemployers
communicate andhowtheygo aboutwithrecruitment. Today,companiesare takingadvantage of social
Mediassuch as LinkedIn,TwitterandFacebooktorun recruitmentads.LinkedInhasgrownfrom78
milliontoover400 millionmembersinthe past5 yearsand encouragesprofessionalstoconnect,share
businessnewsandinformation. Ithasnow become apart of a cultural shift bybeinga dominantfeature
for vacanciesandsearchingfornewjobs.CV’salone are nolongerconsideredenoughtoqualify
candidates. Itcutsthe time fromsourcingfrom biggerandinefficienttalentpools.
Most of the workforce noware millennia’s.Whentheyfindacompanywhose onlinepresence and
culture isattractive,theyare more likelytorespondtoopeningswithinthose organizations.So,
companiesare appealingto the mostmotivatedandyoungestgroup inthe workforce byhavingastrong
social mediapresence. Itsfeaturescanenhance candidate applicationsandprove theyare verymuch
submergedintheirspecificindustry.
Highlight some external sources of recruitment:
The external sourcesof recruitmentare:-
1. Direct Recruitment2.Casual Callers3.Advertising4.EmploymentExchanges5.PlacementAgencies6.
ManagementConsultants7.CampusRecruitment8.Recommendationsbythe ExistingEmployees9.
Labor Contractors10. Telecasting11. Web Publishing12.UnsolicitedApplicants13.TemporaryHelp
Service 14. Leasinganda FewOthers.
How analytics can be used to improve talent acquisition?
Performance datasuchas performance ratingsanddata capturedfromthe use of instrumentssuchas
360 assessmentsandsuccessionprograms.Usinganalyticshasthe potentialtoimprove the
effectivenessof acompany’stalentacquisitionfunction. Usinganalyticshasthe potential toimprovethe
effectivenessof acompany’stalentacquisitionfunction.Bydeterminingthe jobqualificationsand
measuringcandidates’potential pre-hire,itcanbe usedto prescreenandshortlistcandidatesforan
openrole. Predictiveanalyticstoolscan aid talentacquisitionprocessesbyfillingtalentpipelineswith
candidatesthatare likelytoswitchjobsinthe nearfuture.Forexample,HRplatformEntelousesitsown
algorithmcalled“More LikelytoMove”to identifycandidateswhohave a30% likelihoodof switching
jobsinthe next90 days.