Section 2: Selection processes
There is no doubt that a solid staffing policy must address issues of recruitment and retention, but also internal equity. As such one must be very aware of the causes of inequity but also be much attuned to the relationships, internal and external, that promote concerns. A strong staffing program, driven by a philosophy of justice and equity, can define and placate problems before they occur

Required Reading:
Heneman, H. G., & Judge, T. (2011). Chapters 5, 6


Activity 3: Paper- External recruitment (10 Points)
Assess External Recruitment
External recruitment is an important component of any staffing process. For many organizations, the external market provides the application pool to fill vital staffing needs of the organization. Effective staffing strategies must continually utilize innovative methods to find the right external candidates for the organization.

Write an analysis of the most important factors regarding external recruiting staff within the modern workplace. Evaluate at least five external methods for attracting external candidates available to an organization. Assess the advantages and disadvantages of the five external methods that you selected.
Analyze the future challenges of the five that you selected including the implications for HRM and the organization. Support your response with current research.

Length: 5-7 pages (app. 350 words per page)

Your paper should demonstrate thoughtful consideration of the ideas and concepts that are presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards. Be sure to adhere to Northcentral University’s Academic Integrity Policy.

Submit your document in the Course Work area below the Activity screen.

Learning Outcomes: 2, 3, 4, 6, 7

Differentiate between temporary employment agencies and independent
Support types of jobs- traditional, flexible, idiosyncratic, team-based- in the correct context
Design mobility paths and policies.
Assess recruitment strategies.
i need an abstract for this paper as well


Recruitment of employees is an integral part of any organization since performance of a company is determined by its employees. Companies therefore make sure that they recruit and hire only the most skilled and experienced personnel. There are two types of recruitment; internal and external. Internal recruitment is whereby a vacant position is filled with individuals from within the company or their friends. This is where the vacant position is advertised within the company (Chan, 2006). On the other hand, external recruitment is the assessment of the current available pool of job applicants other than the existing employees to determine whether there is anyone skilled enough to fill the existing job vacancy. External recruitment is mainly preferred by many organizations as it helps in adding new ideas and innovations to the organization hence improving its performances (Agrawal et al., 2006). Additionally, cross- industry insights are provided in an organization since the hired employee may be a competent worker from another highly performing company. The recruiting company must therefore ensure that the most appropriate and best methods of attracting external candidates are employed (Lievens & Harris, 2003). Companies aim at recruiting experienced employees in order to avoid incurring huge training costs. External recruitment method also helps an organization in meeting equal employment opportunities by recruiting employees with diverse ideas and skills. However, as noted by Hausdorf and Duncan (2004) external recruitment increases recruitment costs to an organization and may reduce morale of the existing staff.