Recruitment Sources – Hiring Effectively


When social media wasn’t as it is today, recruiters tended to post jobs on leaflets or banners in front of their company or public areas. So, people read the newspaper or visited the company’s external boards. In addition, the job advertising did not reach many candidates and it’s very costly too.

Nowadays, job advertisement has become broader, less costly than ever, and reaches out to a larger circle of people. People use social media such as Facebook, LinkedIn, Telegram, and other online platforms. Recruiters post jobs on these social media.

We will navigate deeply about the recruitment sources. You will find it very useful for doing your job advertising.

There are two types of recruitment sources. They are internal and external sources.

Internal Source

The recruiter posts the job or recruits the existing employee within the same property or group. The internal sources include job promotion, job transfer, internal job board, and internal job websites.

  • Job promotion: furthering the employee’s career in the company by giving more responsibility and a raise in pay. The employee can be promoted by having the potential to grow or job performance, or the length of their stay with the company, or all combination. (Give an example)
  • Job transfer: shifting an existing employee from one department to another department in the company. (Give an example)
  • Internal Job Board / Employee Notice Board: the recruiter places the job announcement on the board, open for internal job application, and the employee also recommends the external candidates to apply for the vacant job (this is called Employee Referrals). (Give an example)
  • Internal Job Website: this is common for a group of companies with many business locations. It could be called Internal Job Hub, where the employees within the group access the company’s job website and apply for the job at other locations. (Give an example)

Most companies give the priority of employment to internal candidates, as it has a lot of positive impacts (advantages) on the employees and the company itself. However, it also has negative impacts (disadvantages) on hiring employees from within the company.

What are the advantages and disadvantageous of internal recruitment?

Advantages of Internal Sources:

  • Convenient: quick, save expense and hiring time
  • Morale booster: motivate employees to work hard
  • Sense of loyalty: the employees feel valued and their career progress
  • Familiarity: Familiar with the working structure and environment

Disadvantages of Internal Sources:

  • Morale reduction: the employee who does not get the promotion may feel jealous, unfair, or discouragement.
  • Limiting the application pool: lack of new ideas which may cause stagnation and innovation.
  • Hiring positions:​​​ previous employee position needs to be fulfilled by another person. Unless the company eliminates the previous position.

The internal source has a number of disadvantages. To ensure that hiring from internal sources with effective, the hiring shall be carefully selected, and judged based on actual performance, potential, and seniority. Importantly, the disadvantages are to be minimized or eliminated.

External Source

The recruiter posts the job or recruits or sources or searches the external candidates to apply for the vacant jobs. The external sources include digital adv, educational institutions, agencies, employee referrals, hunting (engaging the candidate), former employees, newspapers, radio, television, and banner.

Type of external sources include:

  • Digital Advertisement:
    • Job Portal: job sites that posted hiring vacancies.
    • Job fairs: job events that gather different companies to advertise their jobs, very common in Phnom Penh.
    • Social Media Platforms: Facebook, LinkedIn, and Telegram are used to advertise jobs.
    • Company Website: free site to post job
  • Educational Institutions: universities, institutions, or NGOs
  • Recruitment/Consulting Agency: offers recruitment services to find the best-fit candidates for the company.
  • Hunting (Engaging with qualified candidates): directly reaching out to suitable candidates through networking events or social media.
  • Employee Referrals: the employees can refer their friends that is suitable for the position. (Give an example)
  • Former Employees: are retired/former employees who are willing to work part-time or back as full-time employees. (Give an example)
  • Newspaper: fewer newspaper shops and people tend to read the news through their technological devices.
  • Radio: limited access to radio
  • Television: substituted by smart devices like laptops, phones, and tablets
  • Banner: job banner in front of the company, mostly small businesses, family businesses, or new businesses.

Advantages of external sources:

  • More candidates: help increase the chance to find suitable candidates
  • Create diversity: increase creativity, productivity, and innovation.
  • Staying competitive: new ideas, identifying areas of improvement, or implementing new strategies

Disadvantages of external hiring:

  • Loss in morale: unhappy employees expected to get promoted
  • Increase cost: external hiring is not free
  • Time-consuming: time spent on the hiring process like sourcing, advertising, adapting, and training

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