Published on February 1, 2014
The act of selection of employee according to requirement. The process of recruit or hiring of people within the organization or outside.
Promotions : Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization. Transfers : Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. So, the vacancy can be filled by transferring a suitable candidate from the same organization.
Internal Advertisements : Here, the vacancy is advertised within the organization. The existing employees are asked to apply for the vacancy. So, recruitment is done from within the organization. Retired Managers : Sometimes, retired managers may be recalled for a short period. This is done when the organization cannot find a suitable candidate.
Recall from Long Leave : The organization may recall a manager who has gone on a long leave. This is done when the organization faces a problem which can only be solved by that particular manager. After he solves the problem, his leave is extended.
It is time saving, economical, simple and reliable. There is no need of induction training because the candidate already knows everything about the organization, the work, the employee, the rules and regulations, etc.
It motivates the employees of work hard in order to get higher jobs in the same organization. It reduce executive turnover.
It increases the morale of the employees and it improves the relations in the organization. It develops loyalty and a sense of responsibility
1. Limited Choice Internal recruitment provides limited choice of talent available in the organization as it avoids the arrival of fresh candidates. Internal recruitment does not tap any candidate from outside the organization; hence, the choice upon members of organization is limited. 2. Implementation Of Traditional System Internal recruitment requires the implementation of traditional form, system, process and procedures. And this limits the scope of fresh talent in the organization. 3. No Opportunity In internal recruitment, the internal employees are protected from competition by not providing any opportunity to fresh talents. This also develops a tendency among the employees to take promotions without any extra knowledge or talent.
4. Favourism There will be tendency of referring friends and family members in the organization. Then, the organization will be overstaffed with talent-less crowd. 5. Limited Internal Sources The source of supply of manpower is limited in internal recruitment method. When an employee is promoted, his/her previous position will be vacant and another personnel is to be recruited to fill that vacant position. 6. Costly Taking into consideration that when an employee is promoted, his/her position will be vacant. In this regard, another employee is to be recruited to fill that position, which may be costly affair.
•The external sources of recruitment refer to reaching out to the external labour market to meet the labour requirements. •They are huge,diverse and important for recruitment. •Tapping these sources calls for careful planning and proper executation by the organization.
Employment exchanges: it has been established by the government to act as a path between job providers and job seekers. Outsorced to recruitment agencies:Transfering the whole or a few parts of the recruitment process to an external HR consultant rendering recruitment services is called outsourcing recruitment.
Advertisements: printed advertisements are a prefered mode of external recruitment for several reasons.as printed adv. Reach many people in short period of time,the vacancies can be communicated to a potential candidate quickly. Campus recruiting:when company representatives are sent to college campuses to recruit sources. It is called campus recruitments. Walks-ins and Write-ins:when applicants directly write to the organization to just walk in to the office to state their intreat for employement.
THEY ENABLE AN ORGANIZATION TO GENERATE a LARGE POOL OF APPLICANTS ,THEREBY INCREASING ITS CHANCES OF CHOOSING SUITABLE CANDIDATES • THE ORGANIZATION CAN ADOPT A RIGOROUS ,COMPETITIVE PROCEDURE TO CHOOSE REQUISITE EMPLOYEES. •
•THEY ALLOW AN ORGANIZATION TO BRING IN FRESH TALENT,MODIFY THE EXISTING WORK CULTURE. •THEY ENABLE AN ORGANIZATION TO EXPLOIT LABOURMARKET CONDITIONS TO THEIR ADVANTAGE TO SAVE LABOUR COST.
•THE EXISTING EMPLOYEES MIGHT BE FRUSTRATED IF THEY DO NOT GET OPPORTUNITIES FORPROMOTION. THIS COULD AFFECT THE MOTIVATION,COMMITMENT TO WORK AND PRODUCTIVITY. •THE EXTERNAL SOURCES ARE COSTLY AND TIME CONSUMIG THAN INTERNAL SOURCES
THE OUTSIDE CANDIDATE MAY BE RAIDING BY RIVAL CONCERNSAS TEY LESS COMMITED THAN LONG SERVICES EXISTING EMPLOYEES. INDUCTION ANE SOCIALIZATION MAY NOT SMOOTH FOR THE NEW EMPLOYEES AS THEY MAY FACE RESISTANCE FROM EXISTING ONES.
THERE IS GREATER POSSIBILITY OF HIRING WRONG PERSON FROM EXTERNAL SOURCES SINCE SELECTION PROCESS ALONE MAY NOT ASSES PERSONS SKILL.
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