Internal Recruitment Sources

 Internal Recruitment Sources




Recruiting from within the Organization is referred to as internal sources of recruitment (Otoo, et al., 2018). Internal recruitment is cost efficient, support employee satisfaction and morale (Shafique, 2012). The wealth of information available about current employees may reduce the possibilities of poor placement decisions being made (Yu-Ru, 1999). Firms frequently have a bias favoring insiders (DeVaro, 2016).

According to Harky (2018) internal recruitment sources,

Ø  Promotion

Ø  Demotion

Ø  Transfer

Ø  Job Posting

Ø  Job Bidding

Further Harky (2018) states human resource manager embarks on internal recruitment when the organization sees that some current employees need to be promoted, demoted, transferred, and be posted. If there is a human resource information system, the employee data base can be scanned to match the requirements of the positions with the skills and the experience of existing employees, even those working other divisions (Robert et.al,2010).  Then management can appraise and assess candidates for a long time to recognize their potentials and decide whether they are suitable for the position in order to effectively hire from within (Otoo, et al., 2018). Appointing from within the organization will clearly save on recruitment cost. It can also reduce education and development cost and be seen as a positive policy initiative (Robert et.al,2010). 

According to Shafique (2012) a procedure for informing the company employees that a job opening exists is called a Job posting. Permitting individuals to apply for a posted job, who assume that they possess the required qualifications, is done through Job bidding technique. The organization may want to some of its current employees to compete with other applicants for some positions and the organization will organize job bidding (Harky, 2018).

With related to the organization which I am working gives the first priority for the internal employees who are satisfying the requirement of the new vacancies. Company giving the awareness via the corporate e-mail communication and publish in office notice board. The company having internal promotion guide line and employees can be ready for their next promotion accordingly. Also company is having two transfer mechanisms. Those are the transferring decisions taken by the top management due to the service requirements and transferring as per the employee request. For the employee request transfers there will be a process of handling.

In figure 1.0 exhibit the process of the annual transfers with relate to my organization. The organization has the advantage of this approach because employer is well aware of the employee’s abilities and work record, therefore once relocated, the newly transferred employee may quickly became productive on the new position with the minimum of training and orientation.

Figure 1.0 Annual Transfer Process.

 


 

References

DeVaro, J., 2016. IZA World of Labor. [Online]
Available at: https://wol.iza.org/uploads/articles/237/pdfs/internal-hiring-or-external-recruitment.pdf
[Accessed 11 04 2021].

Harky, Y. F. M., 2018. International Journal of Contemporary Research and Review. The Significance of Recruitment and Selection on Organizational Performance:, 09(02).

Otoo, I. C., Assuming, J. & Agyei, P. M., 2018. Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions: Evidence from Ghana. European Scientific Journal, May.Volume 14.

Robert Compton; William Morrissey; Alan Nankervis, 2010. Effective Recruitment and Selection Practices, Sydney: CCH Australia Limited.

Shafique, O., 2012. Recruitment in the 21st Century. INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS, June.Volume Vol 04.

Yu-Ru, H., 1999. RECRUITMENT AND SELECTION AND HUMAN RESOURCE MANAGEMENT IN THE TAIWANESE CULTURAL CONTEXT. s.l.:Plymouth Business School.

 

Comments

  1. Nivethini ManoharanApril 30, 2021 at 9:02 PM

    Well defined Sachith, Freeman and Gilbert (2000) identified advantages of an organization
    policy to recruit from within. First, individuals recruited from within are already familiar with the organization and this knowledge increases the rate of success. Secondly, a promotion from within policy fosters loyalty and inspires greater effort among organization members. Finally, it less expensive to recruit or promote from within than to recruit from outside the organization.

    ReplyDelete
    Replies
    1. Sachith FernandoMay 14, 2021 at 10:49 PM

      Very true Nivethini, Internal employees are already familiar with the norms and culture of the organization, so they take less time in adjusting themselves in a new role and perform better (Waqas, et al., 2015). Further when hiring insiders, the level of uncertainty is lower, which makes a disastrous hire less likely. That consideration is particularly important when the organizational costs of a bad hire are high (DeVaro, 2016).

      Delete
  2. Arjun LandersMay 11, 2021 at 5:10 AM

    I agree with you, Internal recruited entrants have an advantage over the others as they receive prior information about the company and the vacancy (Moser, 2005). However, 'Internal hiring should be preferred to external hiring when knowledge and skills specific to the firm are important, when promotions are crucial for motivating current workers, when the costs of a hiring mistake are particularly large, and when an additional vacancy is not too costly' (Devaro, 2016, p.1).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 14, 2021 at 11:04 PM

      Exactly true Arjun, using internal personnel sources effectively may lead to the following benefits to the organization as well: (1) it allows management to observe and assess the abilities of employees accurately given the accrued knowledge gathered over the employment relationship;(2) it improves the morale, commitment, and job security of employees through promotion-from-within, transfers, or job rotations (3) it is an inexpensive way of resourcing labor as compared to external recruitment; (Yu-Ru, 1999).

      Delete
  3. Rajasingham SathaharanMay 15, 2021 at 3:26 AM

    I agree with you that internal recruitment may provide confidence for a risk averse employer, however he/she might be losing out on an extraordinary prospect (Chan, 1996).

    Reference

    Chan, W. (1996). External Recruitment versus Internal Promotion. Journal of Labour Economics, Vol. 14 Issue: 4, https://core.ac.uk/download/pdf/37882826.pdf

    ReplyDelete

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