Internal Recruitment II
CLASS-6
HR-302
Strategy Development
Recruitment Sources
Recruitment Sources
1- Job posting: advertisement
2- Intranet: organization internal email.
3- Nominations: internal candidate can be solicited from
supervisors and beers, these individual are an excellent
source of names of internal candidates, as they are familiar
with what is required to be successful in the position.
Strategy Development
Recruitment Sources
4- In-house temporary pools:
It has many advantages:
 employees require less orientation to the
organization.
 Employer doesn’t have to pay an hourly fee to
recruitment agency, and the cost saving can be
applied to higher levels of compensation and
benefits.
 Easier for an organization to ensure the quality
and person/ organization fit for employee.
Strategy Development
Recruitment Sources
5- Replacement and succession plans:
Indicate position and Focus on identifying individual
employees who will be considered for promotion, along
with through assessment of their current capabilities
and deficiencies, coupled with training and
development plans to erase any deficiencies.
Strategy Development
Recruitment Sources
What is the different between replacement plan and
succession plans?
What distinguishes the two is basically the difference
between executing short-term and long-term strategies.
Replacement Planning
Replacement plans ensure the continuity of operations and
focus on how critical positions will be filled on short notice.
• Organizations should have replacement plans for all
leadership positions, as well as other critical positions
• Replacement plans should identify 1-3 people for each
critical position who could step into the position in an
emergency situation.
• Oftentimes, replacements are viewed as temporary.
Strategy Development
Recruitment Sources
Succession Planning
• is a long-term talent strategy. The succession planning process is
aimed at ensuring the continuous development of talent within the
organization so that when a need arises or vacancy occurs, the
organization can pull from the existing talent versus always looking
to outside for talent.
The succession planning process is a continuous process and includes:
• The selection of current and future critical positions in the
organization,
• The regular assessment of current talent and identification of talent
pools, and
• Ongoing planning and development of individuals through a variety
of experiences.
Strategy Development
Recruitment Sources
6- Talent management system
 Comprehensive method for monitoring and tracking
employee skills and abilities
– Identify the KSAOs required for all jobs
– The complete set of KSAOs is compiled into a master list.
– The current workforce will need to be assessed for its competence in
this set of KSAOs
– When positions come open, managers make a query to the talent
management system to determine which employees are ready to
come into open positions.
 Often coupled with specific human resources information
systems (HRIS) to facilitate tracking KSAOs in the workforce
Strategy Development
Recruitment Sources
7- Career development center:
-Provide employees with opportunities to take interest
inventories, assess their personal career goals, and interview
with representatives across the organization.
- Goals of career center are:
1- employee learn about themselves and have chance to think
about what they really want to achieve in their careers.
2- employees have a chance to explain the career option with
the organization.
Recruiting metrics
• Each recruitment source has strengths and
weakness.
• Recruiting metrics determine the best method for
an organization entails assessing the cost and
benefits of each method and then selecting the
optimal combination of sources to meet the
organization’s strategic needs.
Communication Message & Medium
• Communication Message:
 Realistic: new created job, or new geographic area.
 Targeted: the experienced internal employees.
 Branded: emphasizes the value and culture of the unit.
• Communication Medium:
 Job posting
 Brochures
 Informal systems
Applicant Reactions
Perceived fairness
• Distributive justice - Perceived fairness of
actual decision.
• Procedural justice - Perceived fairness
of process (policies and procedures).