B) Promotion (Correct Answer – Internal Source of Recruitment):

Promotion is an internal source of recruitment because it involves the selection of current employees from within the organization to fill higher-level positions. Here’s a more comprehensive explanation:

Promotion is a practice commonly employed by organizations to recognize and reward the performance and potential of their existing employees. When an individual is promoted, they are typically moved into a role of higher responsibility, often within the same department or team. The key aspects that make promotion an internal source of recruitment include:

1. Current Employee Base:

Promotion relies on the organization’s current pool of employees. Instead of looking outside for new talent, the company identifies individuals within its workforce who have the skills, experience, and qualifications necessary to assume more significant roles.

2. Career Advancement:

Promotion serves as a means for employees to advance their careers within the organization. It provides them with the opportunity to take on more challenging roles, gain new experiences, and increase their levels of responsibility.

3. Familiarity with Organizational Culture:

Promoted employees are already familiar with the organization’s culture, values, and operations. This familiarity can be an asset in ensuring a seamless transition into their new roles.

4. Reward for Performance:

Promotion often serves as a reward for exceptional performance and dedication to the organization. It motivates employees to excel in their current roles with the prospect of career advancement.

Now, let’s delve into why the other options are not external sources of recruitment:

A) Casual Callers (Not an External Source):

Casual callers are individuals who express interest in working for an organization but do not typically apply for specific job openings. While they are external to the organization initially, they are not considered external sources of recruitment because they often do not go through the formal recruitment process.

These individuals may inquire about potential job opportunities or submit unsolicited resumes, but their engagement with the organization is informal and does not constitute a structured external recruitment channel.

C) Direct Recruitment (Not an External Source):

Direct recruitment involves organizations actively seeking external candidates to fill specific job openings. While it might seem like an external source on the surface, it is fundamentally an internal process in which the organization initiates and manages the recruitment effort.

It includes activities such as posting job advertisements, utilizing online job portals, or partnering with recruitment agencies to attract external candidates. In essence, direct recruitment is an internal strategy aimed at bringing external talent into the organization for specific roles.

D) Campus Recruitment (Not an External Source):

Campus recruitment entails organizations visiting educational institutions, such as colleges and universities, to hire students or recent graduates for various roles. While it appears to involve recruiting individuals external to the organization, it is not considered an external source because it begins with the organization proactively engaging with educational institutions.

Companies establish relationships with educational institutions, conduct recruitment drives on campus, and offer employment opportunities to students who have not yet entered the workforce. These individuals, though external in the beginning, eventually become internal employees upon joining the organization.

In summary, “Promotion” is an internal source of recruitment because it involves the advancement of existing employees within the organization. The other options, although they may initially involve interactions with individuals external to the organization, are not classified as external sources because they either involve informal expressions of interest (Casual Callers), active efforts to recruit external candidates (Direct Recruitment), or the recruitment of individuals from educational institutions (Campus Recruitment).

Recognizing these distinctions is crucial for organizations to effectively manage their recruitment processes and make informed decisions about hiring and career development.