Recruitment in a changing internal labor market

Prepared by Mirna Zaki

Dr. Ali Dirani

LEBANESE UNIVERSITY
UL – S2 – 2021 Recruitment in a changing internal labor market

Content

1. Should seniority be eliminated as an eligibility standard for biddings on jobs meaning the two
year plus employees would no longer have priority?..........................................................................1

2. Should the job posting system simply be eliminated? If so, what should replace it?..................1

3. Should a strict promotion from within policy be maintained? Why or why not?........................2

4. How can career mobility paths be developed that would allow across-team movement without
threatening team identity and cohesion?............................................................................................3

5. If a new internal labor market system is to be put in place, how should it be communicated to
employees?.........................................................................................................................................3

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UL – S2 – 2021 Recruitment in a changing internal labor market

1. Should seniority be eliminated as an eligibility standard for biddings on

jobs meaning the two year plus employees would no longer have priority?

Base on my point of view, the two years’ experience is a must to have the basic knowledge
about the organization and have a wider view about strength and weakness of the way of
working.
seniority should be retained as a key standard as employees who have spent more time in the
system would understand the jobs and the company goals and the vision, better than fresh
entrant.

2. Should the job posting system simply be eliminated? If so, what should
replace it?

Yes, it should be eliminated and should be replaced by a flexible approach.

Enlargement should be taken into consideration; horizontal expansion of duties and tasks
across the same organizational level, whereas job enrichment is considered and vertical
expansion of the role’s responsibilities, authority and activities along with the different
hierarchical levels.
At the end, not to forget “external recruitment”, which it helps to assess a pool of best or
talented employees for the job the organization needs to fill. This type of recruitment process
helps in targeting potential candidates towards the firm.

Following mentioned are a few advantages of the external recruitment process,

1. Increased chances:
In this increased chance, to find the best candidate that can fit the opening.

2. Fresher skill and input:

External recruitment can provide new skills and inputs for the benefit of the company.

3. Qualified candidates:
With external recruitment advertising, the company can find a variety of qualified
candidates for the post offered. And eventually, this process helps to identify the best
candidates in a lot of skilled candidates.

4. Better competition

5. Generation of creative ideas:

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UL – S2 – 2021 Recruitment in a changing internal labor market

This process is used especially when the company is in need of innovative ideas for the growth
of the company.

6. Lesser internal politics:

In the external recruitment process, there is a very less possibility that the candidate
might face internal politics of existing candidates.

7. Better growth

8. Competitive spirit:
A healthy competition takes place between the internal and external employees and
employees become efficient and trained.

9. Being fair:
External recruitment paves way for a fair means of recruitment. Since the competition is
open and wide, there is more opportunity for candidates where they can apply for vacant
positions in organizations.
The recruitment is done in a fair manner equally for all candidates where internal
politics is avoided.

3. Should a strict promotion from within policy be maintained? Why or why

not?

An organization that promotes from within can identify the characteristics, qualifications,
and skills it wants in the leadership team. Promoting from within can force Mitchell to
develop core competencies for a specific role or group of jobs.
Promotion in general within a company provide many benefits to the employee
productivity. New employees appreciate opportunities for advancement and the potential
for growth. Employees are more likely to take advantage of organizational training and
educational opportunities if they know these activities can improve their chances of
promotion.
A promotion also improves the ambition of employees and boosts their passion for reaching
their goals as well as the objectives of your organization.
By retaining top level workers and employees, Mitchell prevents the need for hiring new
talent and then grooming them all over again all these will save time and money.

4. How can career mobility paths be developed that would allow across-team
movement without threatening team identity and cohesion?

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UL – S2 – 2021 Recruitment in a changing internal labor market

A “lateral mobility path” could be used to allow inter-team movement

without sacrificing team identity and cohesion. A lateral mobility path would involve
keeping the core membership of each team intact but transferring the team leaders across
teams after a fixed period. 
Lateral move gives the employee a chance to expand the skills and network with a new circle
of employees and customers. A lateral move is an opportunity for an employee to expand
their career path opportunities.
Also, the move may allow the employee to work in new departments, offices, work areas, or
workgroups.

5. If a new internal labor market system is to be put in place, how should it

be communicated to employees?

The way to communicate any changes in the system to employees would be to explain why

the current system is not working and flawed in terms of producing the way it was intended
to by Mitchell; webinars and frequent communication through emails can facilitate the idea
of implementing new system.
Then explain how the new system can improve overall production and morale across the
internal labor force.

References:
https://content.wisestep.com/advantages-disadvantages-external-recruitment/#:~:text=The
%20external%20recruitment%20helps%20you,potential%20candidates%20towards%20the%20firm.

https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-
guides/pages/howtodevelopandimplementanewcompanypolicy.aspx
https://www.thebalancecareers.com/lateral-move-provides-a-career-path-for-an-employee-
1918175