Some of the positive outcomes include:
Ø Recruitment enables organisations to receive a large pool of job applicants from where short listing and selection of the right candidates can be done.
Ø Recruitment is the first link between and employer and prospective employess.
Ø Recruitment is an indirect form of advertising for a firm to the outside world; recruitment in most cases involves messages to the wider public about their intention to hire new staff, hence creates publicity.
Ø Recruitment is an activity used by organisations to fill job vacancies with qualified individuals and hence the attainment of organizational goals.
Failure to generate adequate numbers of reasonably qualified job candidates it can be costly to an organisation in the following ways: -
Ø It may greatly complicate the selection process e.g. by leading in extreme cases, to the lowering of the set hiring standards.
Ø Lower qualities hires mean an extra expenditure on employee development and supervision to attain satisfactory levels of performance.
Ø When recruitment fails to meet organizational needs for talent, a typical response is to rise they pay level but this may however distort traditional wage and salary relationships in the organisation. A rise in pay level will be needed to attract highly skilled manpower that will be stimulated and encouraged to apply for an organisation vacant position.
Ø Lack of qualified candidates may lead to added costs through re-advertisement
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