People are the key to organization competitiveness and the quality of core human resources in a firm impacts organizational growth and well-being, so it is important what candidate sourcing method the company is using.
Firms at the start-up phase focussed more on similarity in background for team members, than on functional qualifications. A new company usually starts with: "I had a friend and this friend had a father who knows a friend of, etc.ÃÂ At the beginning I thing that candidate sourcing is most of all based on trust and networking. Even if the person donÃÂt has very good qualifications or lots of experience is not important, because the trust factor is enough.
But when the company starts to develop and when more human recourses are needed, things can become complicated. Maybe the company needs more knowledge than existent workers can give to the company. What to do? We have to ask ourselves why this person will benefit the organization and why not? We have to make a decision and this is not easy.
On one hand, with networking as candidate sourcing method you can find some reliable people you know already or you get good recommendations, but on the other hand if this person doesnÃÂt doing his job as he was told it is more hard to fire him.
It is also difficult to do business with family members, because there are many emotions. A success of family depends on the family characters, emotions, sort of business, etc. A lot of people run the company with family management. Somewhere works somewhere doesnÃÂt. Having close friends working with you is the same thing. Sometimes is better to remain a good friend than mixing friendship and business together.
But comparing to other source methods I still think that most reliable method...