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INTERNAL RECRUITMENT  \n2. EXTERNAL RECRUITMENT  \nINTERNAL VERSUS EXTERNAL RECRUITMENT TACTICS  \nInternal recruiting typically consists of one or more of the following approaches:  \n◼ Job posting procedure.  \n◼ Nomination by manager.  \n◼ Succession planning.  \nExternal recruiting typically consists of one or more of the following approaches:  \n◼ Targeting passive or active candidates (Those who are unemployed or extremely unhappy in their current employment are generally active job seekers, and those who are happy and successfully working at another place of business are generally passive job seekers)  \n◼ Managing employer brand and image ◼ Third-party recruiters  \n◼ High schools, technical schools, colleges and universities.  \n| JOB DESCRIPTION VS\u003Cbr>JOB SPECIFICATION |  |  |\n| --- | --- | --- |\n| BASIS FOR COMPARISON | JOB DESCRIPTION | JOB SPECIFICATION |\n| Meaning | Job Description is a concise written statement, explaining about what are the major requirements of a particular job. | The statement which explains the minimum eligibility requirements, for performing a particular job is known as Job Specification. |\n| Lists out | Job title, duties, tasks and responsibilities involved in a job. | Employee's qualification, skills and abilities. |\n| What is it? | It expresses what a prospective employee must do when he will get the placement | It expresses what an applicant must possess forgetting selected. |\n| Prepared from | Job Analysis | Job Description |\n| Describes | Jobs | Job Holders |\n| Comprises of | Designation, place of work, scope, salary range, working hours, responsibilities, reporting authority etc. | Educational qualifications, experience, skills, knowledge, abilities, work orientation factors, etc. |\n\nTerms You Need To Know  \n◼ Job Advertising-Job advertisement is the process by which employers and recruiters promote open positions through a variety of channels. It is a key part of the recruitment process and enhances visibility for available job openings, with an ultimate goal of attracting and converting talent.  \n◼ Job Analysis-The main purposes of conducting a job analysis process is to use this particular information to create a right fit between job and employee, to assess the performance of an employee, to determine the worth of a particular task and to analyze training and development needs of an employee delivering that specific job.  \n◼ Core Competencies (In HRM) -The core competencies of a human resource manager are the attributes essential to success in this position (i.e Negotiation Skills, Influence, Job Knowledge etc. ) .","cbCaiqU7QKOUDgPg","https://ap.wps.com/l/cbCaiqU7QKOUDgPg","pdf",399912,25,"English","# Units 3 and 9\n## Lesson 4: Recruitment & Selection Process\n## Recruitment: Internal vs External\n## Internal vs External Recruitment Tactics\n## Job Description vs Job Specification\n## Terms You Need To Know","[{\"question\":\"What is the recruitment process in HRM?\",\"answer\":\"Recruitment is the process of searching for and obtaining a pool of potential candidates with the knowledge, skills, and experience needed to fill job vacancies based on defined position descriptions and specifications.\"},{\"question\":\"How does selection differ from recruitment?\",\"answer\":\"Recruitment identifies and builds a pool of candidates, while selection determines the most appropriate candidate(s) using methods such as interviewing, reference checking, and testing.\"},{\"question\":\"What are common tactics for internal and external recruitment?\",\"answer\":\"Internal recruitment often uses job postings, manager nominations, and succession planning. External recruitment typically targets passive or active candidates, manages employer brand and image, uses third-party recruiters, and relies on schools and universities.\"}]","Human Resource Management - Recruitment & Selection Process - Lesson 4 | PDF",1789319820,9]