Internal recruitment
HR-302
Class-5
Staffing Organizations Model
Organization
Mission
Goals and Objectives
Organization Strategy
HR and Staffing Strategy
Staffing Policies and Programs
Support Activities
Core Staffing Activities
Legal compliance
Planning
Recruitment:
Selection:
Job analysis
Employment:
External, internal
Measurement, external, internal
Decision making, final match
Staffing System and Retention Management
4-2
Internal recruitment
• Internal recruitment is the process of
identifying and attracting current employees
for open jobs.
• Internal recruitment advantages :
1- the employees already know the
organization’s culture.
2- they need less training.
3- they have relationship with coworkers.
Internal recruitment
• Recruitment planning.
• Strategy development.
Recruitment planning
Before identifying and attracting internal
applicants to vacant jobs some attention must
be directed to some issues.
• 1- Organization Issues:
organization must create a structured set of jobs for their
employees and paths of mobility for them to follow as they
advance in their career. To do this organization create internal
labor market.
• Internal labor market have two components:
1-Mobility path
2- Mobility policies
Recruitment planning
1-Mobility path:
depict the path of mobility between jobs.
 Hierarchical mobility paths
 Alternative mobility paths
Upward mobility in the organization.
Up, down, and side to side.
2- Mobility policies:
cover the operational requirements needed to move between
jobs.
 Development: employees are likely to see a well- articulated and wellexecuted mobility path policy as fair. A poorly developed policy is likely to
lead to employees claims of favoritism and discrimination.
 Eligibility criteria: listing of the criteria by which the organization will
decide who is eligible to be considered for a vacancy in a mobility path.
Recruitment planning
• 2-Administrative issues:
 A requisition is a formal document that authorizes the filling of a
job opening indicated by signatures of top managements.
Documenting that consistent business related policies are followed
for internal mobility also helps ensure that the system is legally
defensible.
 Coordination: internal and external professionals must work
together with the line manager to coordinate efforts before the
search for candidates begins.
Recruitment planning
 Budget: the cost per hire in internal recruitment is not necessarily
less than the cost per hire for external recruitment.
 Recruitment guide: A formal document that details the process to
be followed to attract applicants to a vacant job.
 Timing:
• Lead time concerns: the major difference between internal and
external recruitment is that internal recruitment not only fills
vacancies but also create them.
• Time sequence concerns: Many organizations start with internal
recruitment followed by external recruitment to fill a vacancy.
Strategy Development
1- Closed Recruitment
• Definition :Employees are not informed of job vacancies.
• The only people made aware of promotion or transfer
opportunities are:
 Who oversee placement in the HR department .
 line managers with vacancies.
 Contacted employees.
• Advantages: efficient, few steps to follow, less cost &time.
• Disadvantages: It depends on the information that are in the
employees’ files, if the files are inaccurate qualified employees may
be overlooked. So, employees’ talents are covered.
Strategy Development
Strategy Development
2- Open Recruitment
• Definition: Employees are made aware of job vacancies.
• Advantages:
 Gives employees chance to measure their qualification.
 Helps minimize the possibility that supervisors will select
favorite employee.
 Hidden talent is uncovered.
• Disadvantages:
 Create unwanted competition among employees for limited
opportunities.
 Time consuming.
Strategy Development
Strategy Development
3- Hybrid system
• Definition
– Jobs are posted, and the HR department conducts a search
,both systems are used to cast as wide a net as possible
• Advantages
– Thorough search is conducted.
– People have equal opportunity to apply for postings.
– Hidden talent is uncovered.
• Disadvantages
– Very time-consuming and costly process.