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BBM 406

MERITS OFINTERNAL

RECRUITMENT

EEBA AFSAR

BBM IV SEMESTER

097512

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INTRODUCTION

According to Edwin B. Flippo, Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the

organization. Recruitment is the activity that links the employers and the

job seekers.

It is a process of finding and attracting capable applicants for employment.

The process begins when new recruits are sought and ends when their

applications are submitted. The result is a pool of applications from which

new employees are selected. It helps in discovering sources of manpower tomeet the requirement of staffing schedule and to employ effective measures

for attracting that manpower in adequate numbers to facilitate effective

selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which

helps create a pool of prospective employees for the organisation so that the

management can select the right candidate for the right job from this pool.

The main objective of the recruitment process is to expedite the selection

process.

Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even

though specific vacancies do not exist. Usually, the recruitment process

starts when a manger initiates an employee requisition for a specific vacancy

or an anticipated vacancy.

Following steps are involved in the process of recruitment:

Identifying vacancy

Preparing job description and person specification

Advertising the vacancy

Managing the response Short-listing

Arranging interviews

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SOURCES OF

RECRUITMENT

Every organisation has the option of choosing the candidates for its

recruitment processes from two kinds of sources: internal and external

sources. The sources within the organisation itself to fill a position are

known as the internal sources of recruitment. Recruitment of candidates

from all the other sources is known as the external recruitment.

SOURCES OF RECRUITMENT

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INTERNAL SOURCES OF

RECRUITMENT

1. TRANSFERS- The employees are transferred from one department to

another according to their efficiency and experience.

2. PROMOTIONS- The employees are promoted from one department to

another with more benefits and greater responsibility based on efficiency

and experience.

3. Others are Upgrading and Demotion of present employees according to

their performance.

4. Retired and Retrenched employees may also be recruited once again in

case of shortage of qualified personnel or increase in load of work.

Recruitment of such people saves time and costs of the organisation as the

people are already aware of the organisational culture and the policies and

procedures.

5. The dependents and relatives of Deceased employees and Disabled oreven present employees are also recruited by many companies.

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METHODS OF INTERNAL

RECRUITMENT

Following are the various methods of internal recruitment-

Intranets

Staff notice board

In house magazines

Internal circulars

Meetings

Personal recommendations

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MERITS OF INTERNAL

RECRUITMENT

Following are the various merits or advantages of internal recruitment:

1. BETTER EVALUATION- The internal employees are actually

working in the organization; hence they and their work can be

evaluated in a better manner, as compared to external recruitment

where you have to evaluate a candidate in the limited time span of theinterview.

2. INEXPENSIVE- Since the recruiting machinery is focused on an

already existing pool of employees to fill a vacant position, therefore

selection processes are less money consuming, internal recruiting

tends to be less expensive than external recruiting. For example, cost

of advertising vacancies, cost of association with exchanges, etc.

3. LESS TIME CONSUMING- Recruiting internal staff saves time oncompleting person specifications, checking C.Vs and interviewing

candidates, evaluating and judging them.

4. HIGHER MORALE OF EMPLOYEES- The prospect of potential

promotion or transfers provides a clear sign to the current work force

that the organization offers room for advancement. This addresses the

employee's need for self-achievement.When internal staff are

promoted into a role through internal recruitment methods it acts as a

incentive to other staff members, as they can see a path of progression

in the organisation and it acts as a morale and production boost

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5. LOYALTY OF EMPLOYEES- In internal recruitment, the

employees see the opportunity of their career advancement and hence

in anticipation of their future prospects they would be loyal.

6. DEVELOPMENT OF COMPETITIVE SPIRIT IN

EMPLOYEES- In internal recruitment the employees would be more

competitive and they will strive hard and work with more

determination if they see that if an opportunity is there, chance will be

given to them.

7. FAMILIARITY- The familiarity of the employee has a two-side

effect: On the one hand the employee is familiar with the

organization's policies, procedures, and customs. At the same time,

the organization has established an employment history showing theworkers formal and informal skills and abilities.

8. MAY HELP TO RETAIN STAFF WHO MIGHT OTHERWISE

LEAVE- Because internal recruitment offers wonderful opportunities

for the current staff to further their careers, it could also be a great

way of keeping workers who may have been considering leaving the

company.

9. LESS COSTLY INDUCTION PERIOD- The cost of inducting a

new staff member into the business can also be expensive, internal

recruitment will save on training and development cost as the

employee already knows the business and processes.

10. A SHORTER INDUCTION PERIOD- - An internal candidate will

also take less time to settle into their new position as they alreadyknow how the firm operates, where everything is, who to see about a

particular problem etc. A new person from outside would have to find

all of these things out and so would take longer to become fully

productive.

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CONTENTS

INTRODUCTION

SOURCES OF RECRUITMENT

SOURCES OF INTERNAL RECRUITMENT

METHODS OF INTERNAL

RECRUITMENT

MERITS OF INTERNAL RECRUITMENT