In the organization internal recruitment can give the chance to change the job position. Organizations can inform their employees about their job opportunity. Their current permanent employees, present temporary employees, retired employees, and disabled employees are predominant source for internal recruitment. Their method are suggest their current employees for fast selection making and to decrease their expenses budget. It is also a process to stimulate the employees and motivate morale support and work better. Also to reduce the unmanaged internal recruitment process, it is need support from other Human Resource Processes. To success in the internal recruitment are required to guarantee the succession planning, strong and regular performance management.
If the potential list of internal applicants is reviewed and appropriate applicants not found, the company advertise externally to recruit. If the company choose to bring new people in company it can be advisable. It must be determined in actions anything the company does. In principle, corporate recruitment policy should be perfectly informed by employees as it relates to authority of employees. After all, there are many methods of external recruitment. For base level or pursuit recruitment, high school and universities can specify positive recruitment and positive supply. Especially if combined with subsequent education and career management programs. External applicants of high quality can be provided professional associations, trade unions and as well as employee referrals services.
There are many source to advertise external recruitment. A extensively used source of external recruitment is media advertisement. This method has a ample influence. Various institutions, universities, colleges are also a good source of recruiting. They make accessible interviews and placements facilities for campus. Placement agencies, employment exchanges, labour contractor also method of external recruitment.
Internal and external method normally used to recruit employees. If there has strengths of this method, then also has weakness as well. The strengths and weakness of internal methods are given below.
Rapid decision making is one of the strongest strength of internal recruitment. By direct appointment or giving promotion by management is one of the policies to take rapid decision. As it known that internal recruitment recruits employees who is already working on the same company or used to work there. Generally management promote their employees as reward and make more work effectiveness. Sometimes management transfer their employees from one department to another department as part of their job rotation program. To implement key skills to their employees, they transfer their workers and also to find again their vacancy. It’s also simplify of recruitment process too.
Because of internal conscript it’s also saved cost of training are the mainly considerable. But it makes help to get fast decision. It also maintain precious employees on business, decrease recruitment cost and also protect investment in training and management. It stimulate employee and other business employees too. Internal recruitment also helps to reduce cost and time for introduction. And it’s generally faster and more cheaper than external recruitment.