BBM 406

MERITS OF INTERNAL RECRUITMENT

EEBA AFSAR BBM IV SEMESTER 097512

INTRODUCTION
According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. It is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It helps in discovering sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Following steps are involved in the process of recruitment:

Identifying vacancy Preparing job description and person specification Advertising the vacancy Managing the response Short-listing Arranging interviews

SOURCES OF RECRUITMENT
Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself to fill a position are known as the internal sources of recruitment. Recruitment of candidates from all the other sources is known as the external recruitment.
SOURCES OF RECRUITMENT

INTERNAL SOURCES OF RECRUITMENT

1. TRANSFERS- The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS- The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment of such people saves time and costs of the organisation as the people are already aware of the organisational culture and the policies and procedures. 5. The dependents and relatives of Deceased employees and Disabled or even present employees are also recruited by many companies.

METHODS OF INTERNAL RECRUITMENT

Following are the various methods of internal recruitment Intranets Staff notice board In house magazines Internal circulars Meetings Personal recommendations

MERITS OF INTERNAL RECRUITMENT

Following are the various merits or advantages of internal recruitment:
1. BETTER EVALUATION- The internal employees are actually

working in the organization; hence they and their work can be evaluated in a better manner, as compared to external recruitment where you have to evaluate a candidate in the limited time span of the interview.
2. INEXPENSIVE- Since the recruiting machinery is focused on an

already existing pool of employees to fill a vacant position, therefore selection processes are less money consuming, internal recruiting tends to be less expensive than external recruiting. For example, cost of advertising vacancies, cost of association with exchanges, etc.
3. LESS TIME CONSUMING- Recruiting internal staff saves time on

completing person specifications, checking C.Vs and interviewing candidates, evaluating and judging them.

4. HIGHER MORALE OF EMPLOYEES- The prospect of potential

promotion or transfers provides a clear sign to the current work force that the organization offers room for advancement. This addresses the employee's need for self-achievement. When internal staff are promoted into a role through internal recruitment methods it acts as a incentive to other staff members, as they can see a path of progression in the organisation and it acts as a morale and production boost

5. LOYALTY OF EMPLOYEES- In internal recruitment, the

employees see the opportunity of their career advancement and hence in anticipation of their future prospects they would be loyal.
6. DEVELOPMENT OF COMPETITIVE SPIRIT IN

EMPLOYEES- In internal recruitment the employees would be more competitive and they will strive hard and work with more determination if they see that if an opportunity is there, chance will be given to them.
7. FAMILIARITY- The familiarity of the employee has a two-side

effect: On the one hand the employee is familiar with the organization's policies, procedures, and customs. At the same time, the organization has established an employment history showing the workers formal and informal skills and abilities.
8. MAY HELP TO RETAIN STAFF WHO MIGHT OTHERWISE

LEAVE- Because internal recruitment offers wonderful opportunities for the current staff to further their careers, it could also be a great way of keeping workers who may have been considering leaving the company.
9. LESS COSTLY INDUCTION PERIOD- The cost of inducting a

new staff member into the business can also be expensive, internal recruitment will save on training and development cost as the employee already knows the business and processes.

10. A SHORTER INDUCTION PERIOD- - An internal candidate will

also take less time to settle into their new position as they already know how the firm operates, where everything is, who to see about a particular problem etc. A new person from outside would have to find all of these things out and so would take longer to become fully productive.

CONTENTS
INTRODUCTION SOURCES OF RECRUITMENT SOURCES OF INTERNAL RECRUITMENT METHODS OF INTERNAL RECRUITMENT MERITS OF INTERNAL RECRUITMENT