External recruitment strategy is the best for Rachael since she is interested in recruiting the most qualified tax preparers. External recruitment involves attracting applicants from diverse backgrounds and experiences outside of the organization to apply for a specific position with an organization. Since Rachel and her partners anticipated a busy session in their firm, they expected to recruit qualified tax preparers, which could only be sourced through an external recruitment strategy because of the large number of vacancies available. External recruitment strategy is appropriate because it is bound to attract and retain high-quality talent who will be able to deal with the complex returns to be filed (Ahmed, 2019). Furthermore, the recruiters will have various skills to choose from, thereby attracting those employees with fresh ideas and concepts that are beneficial to the firm. External recruitment strategy encourages a competitive spirit that enhances organizational growth and has lesser internal politics, which is associated with internal recruitment strategy since employees are prone to refer relatives, which leads to nepotism at the workplace and lack of diversity since the referrals by employees are generally of the same demographics. External recruitment strategy also increases the chances of the employer getting the most suitable candidate for the job since many people will be encouraged to apply for the same position. Although internal recruitment is cheaper, it lacks diversity. It is prone to personal bias, unlike an external recruitment strategy, which is costly and time-consuming.
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External Recruitment Strategy