Management Notes

Management Notes

Reference Notes for Management
Internal Sources of Recruitment

Internal Sources of Recruitment – Recruitment | Human Resource Management

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Internal Sources of Recruitment 

This includes current employees, friends of employees, former employees, and former applicants. Transfers, promotions, and demotions can also provide applicants for departments and divisions within an organization.

Internal Sources of Recruitment

Internal Sources of Recruitment

 

a. Promotions

They are the most important source of internal recruitment. Both parties benefit from them. Promotion can be defined as advancement into positions that have greater challenges, more responsibility, more authority, and more rewards (in most cases) than the employee’s previous position. It is also known as vertical advancement. The process facilitates freedom and empowerment, thereby enhancing motivation.
  • Strengths: (i) Less costly, (ii) Less time consuming (iii) Improves motivation and morale of the employees, and (iv) ‘They are already known person to the organization.
  • Weakness: (i) Fresh (outside) candidates are discouraged, (ii) Less change, innovation and dynamism in the organization, and (iii) Sometimes it is costly to the organization (often, and outside candidate can be cheaper than an internal candidate).

b. Transfers

Another crucial way to recruit internally is by promoting current employees without promoting them. In order to be eligible for promotions, employees often benefit from transfers that give them a broader appreciation of the organization. To put it another way, a transfer is a person moved from one job assignment to another within the company. This is also known as horizontal movement.
  • Strengths: (i) Less time consuming (ii) Less costly, (iii) improvement in skills and Motivation, and (iv) They are already a known people to the organization.
  • Weakness: (i) Fresh candidates are discouraged, (ii) Organization may become static, and (iii) Possibility of over burdening the candidate.

c. Former employees (Rehire and Recalls)

Former employees are another source of internal recruitment. (a) Temporarily laid off staff and retired employees (b) People who left the company for whatever reason but are now willing to return.
  • Strengths: (i) Less costly (no need for selection tests and orientation program), (ii) less time consuming, (iii) Provides known and trusted people (iv) improves motivation and moral of past employees
  • Weaknesses: (i) Fresh candidates discouraged, (ii) Organization may become static.

d. Previous Applicants

Applicants and interviewers who have previously applied/interviewed can be contacted, although this is not truly an internal source. An unexpected vacancy can be filled quickly and at a lower cost.
  • Strengths: (i) Less time consuming, (ii) Less costly, (iii)) Helpful source when few candidates has to be hired.
  • Weaknesses: (i) Other then the previous are candidates don’t got chance, (ii) selection becomes less effective,

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