Internal Recruitment
When a position opens in an organization, it is typically posted on the company's intranet and in
common areas, such as cafeterias, break rooms and departmental information boards. If an employee
is interested in the position, she is normally required to go through a similar process as an external
candidate. The employee will submit her resume and cover letter to human resources, and if she is
qualified, the employee will be scheduled for an interview with human resources and the hiring
manager.
External Recruitment
If no internal candidates are selected for an open position, the company will post the position
externally on Internet job boards, local newspapers and ask its employees for referrals. In most cases,
employee referral programs are established and if an employee refers an outside candidate that is
hired, the employee will receive a cash bonus. Human resources will screen resumes of candidates
that applied, and select resumes that are qualified for the position.
Methods of recruitment
A manager can recruit in two different ways:
Internal recruitment is when the business looks to fill the vacancy from within its existing
workforce.
External recruitment is when the business looks to fill the vacancy from any suitable applicant
outside the business.
Advantages
Cheaper and quicker to recruit
People already familiar with the business and how it operates.
Provides opportunities for promotion with inthe business – can be motivating Internal Recruitment Business
already knows the strengths and weaknesses of candidates
Outside people bring in new ideas
Larger pool of workers from which to find the best candidate
People have a wider range of experience Selection process may not be effective enough to reveal the best
candidate
Disadvantages
Limits the number of potential applicants
No new ideas can be introduced from outside the business
May cause resentment amongst candidates not appointed
Creates another vacancy which needs to be filled
Longer process
More expensive process due to advertisements and interviews required External Recruitment
The four most popular ways of recruiting externally are:
Job centres - These are paid for by the government and are responsible for helping the
unemployed find jobs or get training. They also provide a service for businesses needing to
advertise a vacancy and are generally free to use.
Job advertisements - Advertisements are the most common form of external recruitment.
They can be found in many places (local and national newspapers, notice boards, recruitment
fairs) and should include some important information relating to the job (job title, pay package,
location, job description, how to apply-either by CV or application form). Where a business
chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how
far away people will consider applying for the job
Recruitment agency - Provides employers with details of suitable candidates for a vacancy
and can sometimes be referred to as ‘head-hunters’. They work for a fee and often specialise
in particular employment areas e.g. nursing, financial services, teacher recruitment
Personal recommendation - Often referred to as ‘word of mouth’ and can be a
recommendation from a colleague at work. A full assessment of the candidate is still needed however but
potentially it saves on advertising cost.
External methods:
Advertising
Employment agencies-pvt and public
Special events
Internships
Executive search firms
Professional associations
Event recruiting
Virtual job fairs
Internal Recruitment :
Present Employees.
Promotion & transfers from among present employees can
be good source of requirements.
Promotion to higher positions has several advantages.
It is good public relations.
It builds morale.
It encourages competent individuals who are ambitious
It is cheaper.
internal chooser are familiar with organization.
Promotion, to be effective, requires job posting, personnel
records, and skill banks
1.Internal requirement-profile finalisation
2.3-4 methods-
Website, newsppr, head hunters-executives/consultants-outsourcing, spread of word-through employees,
incentive schemes for employees to suggest new workers, through business colleagues/associates
3. invite CVs, 2-3 candidates
4. interview-2/3 stages- lower level mngr, director level, etc. Different stages acc. To the requirement.
Hold list./ selection
Terms and condition, salary. Graduation candidates-defined package
Spread word-adv- evenly spread- reach out completely- advertisement u reach out complletrly. No campus
placememts-real world
