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Internal Recruitment

Internal Recruitment



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Published by Dollydatta

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Published by: Dollydatta on Nov 27, 2008
Copyright:Attribution Non-commercial


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Meaning Of Recruitment
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and endswhen their applications are submitted. The result is a pool of applications from which new employees are selected.It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effectivemeasures 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 theorganisation so that the management can select the right candidate for the right job from this pool. The main objective of therecruitment 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 resourcesneeds even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employeerequisition for a specific vacancy or an anticipated vacancy.
i.e. the needs arising from changes in organization and retirement policy. 
Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and externalenvironment. 
Resignation, deaths, accidents, illness give rise to unexpected needs.
Purpose & Importance Of Recruitment
Attract and encourage more and more candidates to apply in the organisation.Create a talent pool of candidates to enable the selection of best candidates for the organisation.Determine present and future requirements of the organization in conjunction with its personnel planning and job analysisactivities.Recruitment is the process which links the employers with the employees.Increase the pool of job candidates at minimum cost.Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.Meet the organizations legal and social obligations regarding the composition of its workforce.Begin identifying and preparing potential job applicants who will be appropriate candidates.Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants
Recruitment Process
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towardscreating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematicprocedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A generalrecruitment process is as follows: 
Identifying the vacancy:
 The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of thecompany. These contain:• Posts to be filled• Number of persons• Duties to be performed• Qualifications required
Preparing the job description and person specification.
Locating and developing the sources of required number and type of employees (Advertising etc).
Short-listing and identifying the prospective employee with required characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making1.Identify vacancy2.Prepare job description and person specification3.Advertising the vacancy4.Managing the response5.Short-listing6.Arrange interviews7.Conducting interview and decision makingThe recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying thedecision and the appointment formalities.
Sources Of Recruitment
Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal andexternal sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to filla position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agenciesetc.) are known as the external sources of recruitment.
Internal Sources Of Recruitment
The employees are transferred from one department to another according to their efficiency and experience.
The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency andexperience.
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 loadof work. Recruitment such people save time and costs of the organisations as the people are already aware of the organisational cultureand the policies and procedures.
The dependents and relatives of 
Deceased employees and Disabled employees
are also done by many companies so that themembers of the family do not become dependent on the mercy of others.
Merits & Demertits:
Internal vs. External Recruiting
Internal recruiting is the search for in-house employees who have the abilities and the attitudes to fulfill therequirements needed and to help the organization achieve its objectives.Although internal recruiting is often neglected, and the Internet hardly offers any useful discussions for thisrecruiting strategy, it is crucial not to overlook this strategy. The discussion of internal recruiting provides theadvantages and disadvantages of this recruiting technique in comparison to the external method.
Advantages of internal recruiting:
Recruiting costs
: Since the recruiting machinery is focused on an already existing pool of employees to filla vacant position, and therefore selection and socializing processes are less time and dollar consuming,internal recruiting tends to be less expensive than external recruiting.
: The prospect of potential promotion or transfers provides a clear sign to the current work forcethat the organization offers room for advancement. This addresses the employee's need for self-achievement.

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