INTERNAL RECRUITMENT AS A SOURCE OF RECRUITMENT
METHODS AND
SOURCES OF RECRUITMENT
Recruitment being the process
of creating a group of qualified candidates for job vacancies in an
Organisation (Saviour
et al., 2016). Recruitment plans may derive from the number of employees and
categories of people required as set out in workforce plans of the Organisation
(Armstrong & Taylor, 2014).
Internal Recruitment and External Recruitment could be simply categorized
as methods of Recruitment among various other methods (Kumar and
Gupta, 2014). According to Wanous (1992) Recruitment resources could be
considered as Internal Recruitment, External
Recruitment, and also Walk-in. As per Hunter & Schmidt (1990) recruitment
resources may be either formal or informal.
Harky
(2018) also explains that there are two main types of Recruitment sources and
that they are namely internal sources and external
sources. Harky (2018) further explains that HR Departments in Organisations use these two methods to effectively
carry out management of the recruitment and selection process from beginning to
end, commencing with searching for applicants of qualified and suitable candidates.
Figure 1: Internal and
External Sources of Recruitment
Source: Sources
of Recruitment (Prashant, 2009).
Internal Recruitment
Internal Recruitment is much beneficial than
External Recruitment because it allows individual development, employees having
the right to advance in their jobs, motivating of employees and enhancing their
moral, availability of more information about job candidates through analyses
of work histories within the organization and having a database of the
employees with their qualification that could be easily utilised (Saviour
et al., 2016).
For Example, a leading Logistic Company
which I work for, inexperienced drivers who are used as helpers in prime-movers
are later used as drivers according to their performances.
As per Hoye & Lievens (2005)
Organisation prefer Internal Recruitment resources because they allow to fill a
vacancy from a known pool of employees and that these resources are under the control
of the organization.
For Example, a leading Outsourcing Company
which I previously worked for, positions such as Team Leaders, Specialists and
Senior Associates are mostly Recruited for the Data Entry and Quality Assurance
Departments by using the Internal Recruitment method.
Harky (2018) explains that when vacancies
exist, first consideration should be given to internal candidates who already
work in the Organisation.
As an Example, when a vacancy arises in
overseas branches preference is given to the existing employees in the above
said Outsourcing Company.
Methods
of Internal Recruitment
It is described in Armstrong (2006),
that internal
sources of recruitment could basically be segregated into five types, they
being Promotion, Demotion, Transfer, Job Posting and Job Bidding.
Promotion
Upgrading of a presently employed worker to a more
responsible and higher paid job with better privileges (Shammot, 2014).
As an Example, the abovesaid
leading Outsourcing Company when Project Manager positions become vacant, best
performers among the Team Leaders are considered for the vacancy.
Demotion
As an Example, in the leading
Outsourcing company that always maintain hundred percent accuracy when handling
customer data, demotes Quality Assurance Specialists to QA Senior Associate
level for a short period until regain expertise.
Transfer
The employee being shifted from one place to
another within the Organisation without any change to his position or
responsibility (Shammot, 2014).
In the above said leading Logistic Company,
employees attached to Administration Department and Transport Department are
transferred between departments as per job requirements could be given as an
Example.
Job
Posting
From the view point of the employee, this
provides flexibility and better control over career progress (Saviour
et al., 2016).
For Example, in the leading Outsourcing Company, it
is notified through internal email to all employees when vacancies are
available and in the leading Logistic Company available vacancies are notified
in the common notice board.
Job Bidding
Job bidding is organised when the Organisation wants
its current employees to compete with other applicant for available positions (Armstrong
2006).
In the leading Outsourcing Company, when employees
gain higher educational qualifications together with experience they are
allowed to apply for higher level job vacancies.
References
edn, Kogan Page, Ltd.- Armstrong, M. & Taylor, S. 2014. Armstrong’s Handbook of Human Resource Man-agement Practice. 13th ed. Ashford Colour press Ltd. London.
- Harky, Y. (2018). The Significance of Recruitment and Selection on Organizational Performance: The Case of Private owned Organizations in Erbil, North of Iraq. International Journal of Contemporary Research and Review, Section: Social Science, [online] 9(02). Available at: https://www.researchgate.net/publication/323380295_The_Significance_of_Recruitment_and_Selection_on_Organizational_Performance_The_Case_of_Private_owned_Organizations_in_Erbil_North_of_Iraq.
- Hoye, G., & Lievens, F. (2005). Recruitment Related Information Sources and Orgnisational Attractiveness: Can Something Be Done about Negative Publicity? International Jouirnal of Selection and Assessment, 13(3).
- Hunter, J. E., & Schmidt, F. L. (1990). Methods of Meta-Analysis: Correcting Error and Bias in Research Findings. Newbury Park, CA: Sage.
- Kumar, S. and Gupta, A. (2014). A Study on Recruitment & Selection Process with Reference. ResearchGate. [online] Available at: https://www.researchgate.net/publication/268210664.
- Saviour, A., Kofi, A., Yao, B. and Kafui, L. (2016). The Impact of Effective Recruitment and Selection Practice on Organisational Performance (A Case Study at University of Ghana). Global Journal of Management and Business Research: A Administration and Management, [online] 16(11). Available at: ttps://globaljournals.org/GJMBR_Volume16/3-The-Impact-of-Effective-Recruitment.pdf.
- Shammot, M. (2014). The role of human resources management practices represented by employee recruitment and training and motivation for realization of competitive advantage. African Journal of Business Management, [online] 8(1). Available at: http://www.ccsenet.org/journal/index.php/ibr/article/view/35379.
- Wanous, J. (1992). Organisational Entry. Reading, Massachusetts: Addison-Wesley Publishing Company.
Hi Nilushi, as you have clearly illustrated, recruiting internally makes sense because new employees are already part of the team and are familiar with your culture and policies. It is considered a very cost-effective method that strengthens employee motivation and employees take very little time to adjust to a new culture. As per DeVaro. J, and Morita.H, (2013) despite the benefits of internal hiring, excessive reliance on promotion and lateral job rotation can have negative side effects which can be mitigated with a transparent process and a balanced mix of internal and external recruiting. However, it's important to build a successful hiring process to ensure fair and effective hiring with more structured interviews to help evaluate candidates more objectively. These practices help you make the right hiring decisions and build confidence in the hiring process.
ReplyDeleteThank you Chamara for your valuable comment which I agree. Internal recruitment boosts the morale of existing employees which ensure them that they will have the opportunity to climb the career ladder in their careers. This motivates employees as they are recognised and their hard work is being rewarded, which would lead better performance (Shammot, 2014). Since external recruitment is a more open process, it will create a wider opportunity of selecting the most suitable candidate for the job compared to internal recruitment (Harky, 2018).
ReplyDeleteOn point. Internal sources of recruitment are the finest & the stress-free way of selecting human resources as their work performance and other qualities are already known to the organization (Kapur, 2018) Most of the organizations give their 1st priority to internal resources and they inform via internal communications even before they advertise in public media. When consider from the employee's point of view, they also prefer to find a better opportunity inside the organization than leaving for a new one.
ReplyDeleteThank you Muditha for your valuable comment which I agree with you. According to Ahrnborg (1997) internal recruitment is the best incentive systems in the organization. Merchant and Van der Stede (2007) say that it is a reword system which motivate employees and help them to go up in their carrier ladder within the organization.
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ReplyDeleteAgreed with you.Some companies have a more closed approach to internal recruitment and may ask managers to nominate high-performing individuals as candidates for internal roles. This tends to be an informal system, yet it may be highly effective in smaller organizations in which individuals are familiar with the work of employees in other departments.A key
ReplyDeleteadvantage of internal hiring is that internally hired workers have accumulated knowledge
and skills that are particularly valued at their own firm but not at others (DeVaro,2016)
Thank you Chulanga for your comment which I agree. As stated by Saviour et al. (2016) rather than looking outside the boundaries of the organisation, it is much better to recruit internally because it allows it gives the opportunity for the development of individuals.
DeleteHi Nilushi, Great post and most of the time this right person can be an internal candidate who has previous experience in the organization. However, utilizing external sources is inevitable if no candidates are available internally (O'Meara & Petzall, 2013)
ReplyDeleteThank you Namal. Agree with you. Hiring an internal candidate is beneficial for the organization and employees (Petersen, 2019). The costs involved for induction process could be eliminated and the employees will develop skills and develop opportunities for promotions within the organisation when internal recruitment is carried out (DeVaro, 2016).
DeleteHi Nilushi, Just to add further, organizations also face the decision as to whether it is preferable to recruit internally or externally, and there are advantages and disadvantages to both approaches. There are also legal considerations associated with recruitment and selection which it is imperative that an organization adheres to (Aylott, 2014).
ReplyDeleteThank you Hashini. I agreed with your comment. Internal recruitment increases the morale of the existing employees by encouraging them and providing opportunities to climb the career ladder (Shammot, 2014). Since external recruitment will create the opportunity of selecting the most suitable candidate for the job. (Harkey,2018).
DeleteHey Nilushi, I agree with your blog. Human resource recruiting is a critical component of human resource management since it is the primary technique of assuring labor organization.
ReplyDeleteIdentifying potential sources of recruitment is a crucial phase in the recruiting process. Internal and external recruitment sources are both used by most companies, enhancing the odds of obtaining qualified and competitive individuals. To prosper and survive, an organization must use both sources of recruiting intelligently. An organization functioning in a highly competitive environment should prioritize foreign sources, whereas an entity operating in a slow-changing environment might benefit from internal recruiting.(Muscalu, E., 2015)
Thank you Pavani. According to DeVaro (2016), filling up job vacancies by advertising internally by allowing only the existing employees to apply for the job is internal recruitment and searching for candidates from outside the organisation is external recruitment. DeVaro (2016) further states that before choosing the source of recruitment the organisation should decide upon the nature of the job vacancy, and the pros and cons of the internal and external recruitment methods.
DeleteHi Nilushi. Totally agreed. Human resouse is the most important resouse to an organization. wellbeing of the employees are one of the most important element for its outcome. When openings arise, internal candidates who are currently employed by the organization should be given priority (Harky, 2018).
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DeleteThank you Ruwan. I agree with you. In order to maintain the brand image of the company, hiring the right candidates for the job is important. The right candidate could be defined as a committed candidate who could adapt to the culture of the organisation and ultimately be a part to improve productivity (Kapur, 2018).
DeleteHi Nilushi , Nicely done , According to Armstrong and Talor (2014), there are two types of recruitment procedures available to a company: internal and external recruitment.
ReplyDeleteThank you Maheshini. Yes, Internal recruitment boosts the morale of existing employees (Shammot, 2014). Since external recruitment is a more open process, it will create a wider opportunity of selecting the most suitable candidate for the job compared to internal recruitment (Harky, 2018).
DeleteHi Nilushi, Totally agree with your post. When you need to replace a vacant position quickly, internal recruiting is faster and easier, and managers improve their decision-making in the recruitment process by employing other options(Ali & Anwar, 2021).
ReplyDeleteThank you Janani. I agree with you. According to Gupta and Kumar (2014) Internal recruitment benefits to the company as it helps to create a talent pool of potential candidates, and to increase the success rate of selection process than external recruitment.
DeleteHi Nilushi, In my point of view, Identifying sources of recruitment is an important step in the course of the recruitment process. Recruitment sources may be internal or external, but most use both sources, thereby increasing the chances of attracting candidates as well as prepared and competitive. For an organization to succeed and survive, it must combine rational use of both sources of recruitment.(Muscalu, E., 2015.)
ReplyDeleteHi nilushi. i agree with your post. On the other hand. Employee recruiting is the activity of identifying and soliciting individuals—either from within or outside an organization—to fill job vacancies or staff for growth. Recruitment is a key role for human resource professionals, as because new talent is essential for an organization to meet its goals and to succeed in a rapidly changing marketplace. (Shrm, 2022)
ReplyDelete