Advantages and Disadvantages of a Closed Internal Recruitment System

Advantages:

• very efficient
• least expensive (time and cost minimal)
• no interviews of internal candidates, saving management time and effort
• can get someone to start in the position quicker
• more apt to find applicant with specialized KSAs
• bring in new "blood" with fresh ideas

Disadvantages:

• high legal risk because of closing the process off to minorities and female candidates
• legal risk -- better be confident there are no qualified internal candidates
• can't identify hidden talent
• morale of existing staff could suffer due to feelings of being left out of the process

The Advantages and Disadvantages of a Closed System

Advantages:

• It is very efficient
• There are few steps to follow
• Time and cost is minimal
• Employee can start more quickly
• Are able to find people with specialized KSA's

Disadvantages:

• The morale of staff will be effected
• Inaccurate files
• Good candidates may be overlooked

The Advantages and Disaadvantages of a Closed Recruitment System

The adavantages of a closed recruitment system are:

• Very efficient.
• Only a few steps to follow.
• Time and cost are minimal.
• A closed system offers the quickest response to filling a vacancy.

The disadvantages are:

• It is only as good as the files that are kept showing the candidates' KSAO's.
• Qualified candidates may be overlooked.
• May lead to high legal costs if minorities and women do not have equal access to jobs.
• May cause low moral or a disgruntled worker if an employee who feels he/she was qualified for the position but was not considered.The hiring manager will have to explain specifically why that person was not considered.

(Maine, 2006)

What are the Advantages and Disadvantages of a "closed system?"

Advantages:

• A closed system is very efficient because there are only a few steps in the process and the time and costs are minimal


• A closed system offers the quickest response


• When there is an opening that requires a narrow and specialized KSA set, a closed system may be able to identify these people quickly

Disadvantages:

• With a closed system, you are risking the morale of your current employee's


• A closed, system does not allow for finding hidden talent amongst your current employee's


• A closed system, does not enhance fairness within the company


• With a closed system, not all employee's are made aware of promotional opportunities


• If the company does not update employee files on a regular basis, then qualified individuals may be overlooked.


• Choosing candidates through a closed system, may put the company at risk for not following the guidelines for hiring females or people of ethnic backgrounds.

Debbie

The relationship of Job Relatedness to Job Analysis

To understand the relationship between job relatedness and job analysis, a person needs to understand the definitions of each. Job relatedness is the criteria used to determine whether a person will be hired, fired, transferred, promoted etc. Job analysis is the process of studying jobs in order to gather, analyze, synthesize and report information about job requirements. Job analysis and the information it provides serves as the basic foundation on which successful staffing systems are developed. In this regard, job analysis is fundamental and is essential to job relatedness. Job analysis and the information it provides, such as KSAO's, competencies, tasks and requirements, is an integral part of the job relatedness criteria used by an organization to acquire and retain an effective workforce.

By Susan

Job analysis is the process of studying jobs in order to gather information relative to the importance and duties of the position. Job relatedness is an important part of that process, too, because it determines the knowledge, skills and abilities that a candidate needs to perform the job. These KSA's are different for each position. For instance, one of the requirements for an administrative assistant position would probably be to type 50-60 wpm but you would not see a bachelor's degree in chemical engineering requirement on that job description. On the other hand, you would probably not see a typing requirement on a chemical engineer's job description. So, in other words, job relatedness is an essential part of the total job analysis process.

Job Relatedness to Job Analysis

How to relate job relatedness to job analysis. To define job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. So to relate job relatedness to job analysis you need to be able to dissect the job and analyze it. Job relatedness is what is relative to a job. What other jobs can be categorized together with it. How they relate to each other. Once the job has been analyzed you can then see where it can fit whithin your company. You can see how it relates to other jobs within the company. Usually one job relates to another job and so on.

Describe the relationship between job-relatedness and job analysis, how do they inter-relate?

There must be a job analysis in order to confirm job-relatedness.

By conducting a job analysis, you are gathering and analyzing information to form job requirements.

The job analysis relates to job-relatedness because it sets the guidelines on what KSA's and competencies are needed for a particular job and is helpful in conducting interviews and selecting the right person for the job. This information can be of great help if legal issues present themselves. So, by having a good "JA"/"JR" in place, you are making sure that your company is meeting ADA requirements.

D. Bille