External recruitment sources refer to a recruitment and hiring process where the hiring manager has no prior knowledge or experience with the candidates. Re-hiring former employees also falls under external recruitment sourcing as the affiliation between the organization and the employee would have been non-existent at the time of recruitment.
Effective strategies for external recruitment include:
Advertising on print is a convenient way for organizations to expose the position to a wide pool of candidates. Organizations can also promote the job postings online with their websites, via social media, and on industry-specific recruitment boards. Job postings typically state the requirements for the vacancy in question as well as a means to communicate with the firm if one is interested.
The job market is becoming more globalized and unconventional every day. Some organizations forego traditional hiring methods, instead hiring virtual employees and outsourcing. This method allows firms to hire and manage employees without being in the same space. Workers in such an environment use methods such as telecommunication and job sharing to streamline and complete tasks appointed to them.
When there is significant competition for talent within an industry, organizations can participate in college career fairs to recruit college graduates who will be entering the workforce.
External recruitment sources, like internal sources, have advantages and disadvantages. They can be time-consuming, expensive, and laborious. However, bringing in external talent sponsors a fresh perspective to organizational policies, procedures, and processes. This fresh perspective promotes organizational change and innovation. Organizations should be aware of different recruitment sources and strategies, as well as their needs, before settling on any of these alternatives.