What is internal recruitment?

Internal Recruitment - is a recruitment which takes place within the concern

or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three - Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when exemployees provide unsolicited applications also. Internal recruitment may lead to increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrain the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done.

2. Internal sources of recruitment

Present permanent employees (based on programs of career development). Present temporary / casual employees. Retired employees. Dependents of deceased disabled, retired and present employees.

3. Methods of internal recruitment

Intranets. Staff notice boards. In-house magazines / newsletters. Internal notices. Meetings. Personal recommendation often referred to as word of mouth.

4. Advantages of internal recruitment

Cheaper and quicker to recruit. People already familiar with the business and how it operates. Provides opportunities for promotion with in the business can be motivating. Business already knows the strengths and weaknesses of candidates.

5. Disadvantages of internal recruitment

Limits the number of potential applicants for a job No new ideas can be introduced from outside the business. External candidates might be better suited / qualified for the job. May cause resentment amongst candidates not appointed. Creates another vacancy which needs to be filled. Longer process.

The internal recruitment process has a lot of benefits and it is always difficult to decide whether to use internal or external recruitment process. The internal recruitment is a right recruitment process for the large organization, which promote friendliness in their corporate culture. The corporate culture, which supports the employees to look for the opportunities in the organization, is well designed for the internal recruitment process and the process can be a big benefit for the organization. The corporate culture, which is focused on a strong competition among employees and with the external environment, this corporate culture does not support the internal recruitment process. The corporate culture should drive the decision process. In case of two candidates for the position, the corporate culture should navigate the HRM Function and the hiring manager to decide correctly about the winning job candidate. The corporate culture has to provide guidance for the last decision about the winning candidate. The career development is a huge benefit of the internal recruitment process. The career development has to be communicated openly and the employees cannot be worried about their application for a new position within the organization. The career development can define special rules for the application for the new position. The rule is usually about the necessity to stay at one position for a defined period of time before applying for a new one. In case of necessity, the HRM Function can act quicker, but the current manager of the employee has to agree to allow the transfer. When the career development functions well, the employees are motivated to train themselves to get more skilled and develop their competencies as they see the career opportunity in the organization. The cost side is a clear internal recruitment benefit. The internal recruitment can be quicker and cheaper than the external recruitment. The employee who works with the organization usually does not ask a huge salary and is available for a transfer much quicker. Another internal recruitment benefit is a smaller pressure for the compensation and benefits. The moving employees get promoted and they do not press for a higher salary for just being with the organization.

Internal Recruitment
Note: Forms mentioned below can be found at my.georgetowncollege.edu under the Employee Info tab.

Internal Posting
The purpose of the internal position opportunities posting system is to assure consideration is given to qualified and interested employees who are able to meet basic performance standards of the open position.

Internal Posting Procedure

Position openings will be announced and posted to the Employment Section of the Human Resource website. Position openings may run concurrent with external advertising. Position openings will be posted the week the Personnel Requisition is approved and remain posted until the position is filled. Posted announcements of position openings will include that information required enabling individuals to make informed personal decisions concerning their own candidacy. The announcement will include: position title, location, department, , eligibility requirements, and job-related selection criteria. The College reserves the right to hire applicants from outside Georgetown College when it determines, in its sole discretion, that hiring outside applicants is necessary or desirable.

Employee Responsibilities
Employees who wish to be considered for an open position submit an Internal Application to Human Resources. External recruiting may be undertaken concurrently. Maintain awareness of and respond to announcements of positions for which they are qualified and for which they want to be considered as candidates. Seek advice and counsel from appropriate resources relative to their career plans and goals.

Employee Eligibility

Regular, full time employees may apply for a posted position provided they have been employed for the last six months. Anyone under disciplinary action is not eligible for transfer. Employees may not change from one job to another, or transfer laterally more often than once every six months.

Manager Responsibilities
Follow proper employment procedures. Inform employees of the sourcing and selection process and encourage them to take responsibility of managing their own careers. Conduct interviews with candidates for open positions under their supervision. Respond to candidates not selected for open positions under their supervision. Respond to employees under their supervision when guidance and counsel is sought.

Human Resources Responsibilities

Administer the policy in a consistent manner. Assist managers in preparing accurate position descriptions and to developing job related criteria for use in making objective selection decisions. Provide advice and counsel to candidates not selected. Provide managers with materials and training that enable them to conduct effective selection interviews. Screen applications of applicants.

Application and Screening

Applicants for posted positions should indicate their candidacy by completing the Internal Application available in Human Resources, and submitting to Human Resources on or before the posting deadline. Human Resources will screen applications for basic qualifications and will notify the Hiring Manager of any qualified applicants.

Effective Date
If an internal candidate is selected, the employee will begin the new position as soon as possible after being selected. This is reviewed on a case-by-case basis. The rate of pay, if changed, will become effective as of the first day worked in the new position.