Internal Recruitment

     Internal recruitment seeks applicants for positions from those who are currently employed. Internal sources include present employees, employee’s referrals, former employees, and former applicants.

The disadvantage of internal recruitment is that the size of prospective applicants is considerably reduced. There is no doubt that outside recruitment provides the organization with a broader skill pool and wider experience than could be the case with internal recruitment. A staff member who responds to the internal advertised position and gets the job might discover that their workmates resent that promotion and that could prove very challenging for them in their newfound positions. If a company does recruitment internally, it most probably faces the possibility of having another empty position to fill, and of how to do that. Organizations that heavily rely on inside recruitment might eventually find that they have to advertise outside the organization, the cost not withstanding. Current staff may fill to be the best candidates for the position regardless of whether they have the necessary expertise and expertise required for the job.

    In the context of internal recruitment we can observe that the employees should bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization should be assured of the reliability and the character of the referrals. In this way, the organization should also fulfill social obligations and create goodwill. Although external recruitment seeks applicants for positions from sources outside the company through advertisement and visit universities by conducting different session and activities also participate in the exhibition to search the required skills candidate. It is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies the need to displace employees and to integrate a large number of candidates rather quickly into a new organization means that the personnel-planning and selection process becomes critical more than ever. The organization will have the benefit of new skills, new talents and new experiences, if people are hired from external sources. The management will be able to fulfill reservation requirements in favor of the advantaged sections of the society. Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside. 

HR Dependant Role

HR is somewhere not independent enough to take its own decisions that’s why they have problems in recruiting the right personnel.

Recruitment is done by the departmental head. If a job exists either in term of replacement of an employee or a new hiring respective arrangements are made to recruit people. The replacement procedure goes on throughout the year but for the new hiring CTO & GM (general manager) HR approval is necessary before taking the final decision. Candidates are selected by the departmental heads and HR either negotiates or decides what salary package should be offered to the employee depending on his/her own talent and the budget of the company. Somehow we can say HR is dependent on the senior management or either not following the HR best practices in the organization.

   Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not rejected without justification. In screening, clear job specifications are invaluable. It is both good practice and a legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job. More specifically, workforce planning is a systematic process for identifying and addressing the gaps between the workforce of today and the needs of tomorrow.  This will assist in determining the long-term recruitment needs and identify ways to address skills and diversity gaps.