Internal recruitment

HR-302Class-5

Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy

Staffing Policies and Programs

Staffing System and Retention Management

Support ActivitiesLegal compliance

Planning

Job analysis

Core Staffing ActivitiesRecruitment: External, internal

Selection:Measurement, external, internalEmployment:Decision making, final match

OrganizationMission

Goals and Objectives

Staffing Organizations Model

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 path2- Mobility policies

Recruitment planning

1-Mobility path: depict the path of mobility between jobs. Hierarchical mobility paths Upward mobility in the organization. Alternative mobility paths 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 well-

executed 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 Development3- 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.