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Q. Describe the internal sources and
External sources of recruitment.
The internal sources of recruitment are:-1. Promotions:
Promotion means to give a higher position, status, salar and
responsibilit to the emploee. !o, the vacanc can be "lled b
promoting a
suitable candidate from the same organisation.
2. Transfers: Transfer means a change in the place of emploment
#ithout an
change in the position, status, salar and responsibilit of the
emploee. !o, the
vacanc can be "lled b transferring a suitable candidate from the
same
organisation.
3. Internal Advertisements :$ere, the vacanc is advertised
#ithin theorganisation. The existing emploees are as%ed to appl for
the vacanc. !o,
recruitment is done from #ithin the organisation.
4. Retired Managers: !ometimes, retired managers ma be recalled
for a short
period. This is done #hen the organisation cannot "nd a suitable
candidate.
5. Recall from Long Leave: The organisation ma recall a manager
#ho has
gone on a long leave. This is done #hen the organisation faces a
problem #hich
can onl be solved b that particular manager. &fter he solves
the problem, his
leave is extended.
Merits of Internal Sources
The ene!ts " advantages " merits of using internal sources
of
recruitment:-
1. 't is time saving, economical, simple and reliable.
(. There is no need of induction training because the candidate
alread %no#s
everthing about the organisation, the #or%, the emploee, the
rules and
regulations, etc.
). 't motivates the emploees of #or% hard in order to get higher
*obs in the
same organisation.
+. 't increases the morale of the emploees and it improves the
relations in the
organisation.
. 't reduce executive turnover.
. 't develops loalt and a sense of responsibilit. Demerits of
'nternal !ources
The limitations " demerits of using internal sources of
recruitment#$
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1. 't prevents ne# blood from entering the organisation. e#
blood brings
innovative ideas, fresh thin%ing and dnamism into the
organisation.
(. 't has limited scope because it is not possible to "ll up all
tpes of vacancies
from #ithin the organisation.
). The position of the person #ho is promoted or transferred
#ill be vacant.
+. There ma be bias or partialit in promoting or transferring
persons from
#ithin the organisation.
. Those #ho are not promoted #ill be unhapp.
. The right person ma be promoted or transferred onl if proper
con"dential
reports of all emploees are maintained. This involves a lot of
time, mone and
energ. External !ources of /ecruitment .
The e%ternal sources of recruitment are#$
&. Management 'onsultants : 0anagement consultants are used
for selecting
higher-level sta. The act as a representative of the emploer.The
ma%e all the
necessar arrangements for recruitment and selection. 'n return
for their
services, the ta%e a service charge or commission.
2. Pulic Advertisements: The Personnel department of a
compan
advertises the vacanc in ne#spapers, the internet, etc. This
advertisement
gives information about the compan, the *ob and the re2uired
2ualities of the
candidate. 't invites applications from suitable candidates.
This source is themost popular source of recruitment. This is
because it gives a ver #ide choice.
$o#ever, it is ver costl and time consuming.
3. 'am(us Recruitments: The organisation conducts intervie#s in
the
campuses of 0anagement institutes and Engineering 3olleges.
4. Recommendations: The organisation ma also recruit candidates
based on
the recommendations received from existing managers or from
sister companies.
5. )e(utation Personnel: The organisation ma also recruit
candidates #ho
are sent on deputation b the 4overnment or 5inancial
institutions or b holdingor subsidiar companies.
Advantages of *%ternal Sources
The ene!ts " merits " advantages of using e%ternal sources
of
recruitment#$
1. 't encourages oung blood #ith ne# ideas to enter the
organisation.
(. 't oers #ide scope for selection. This is because a large
number of suitable
candidates #ill come.
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). There are less chances of bias or partialit.
+. $ere there is no need to maintain con"dential records.
Limitations of *%ternal Sources
The demerits " limitations of using e%ternal sources of
recruitment#$
1. 't is ver costl. This is because advertisements, test,
medical examination
etc., has to be conducted.
(. 't is ver time consuming. This is because the selection
process is ver
length.
). 't ma not develop loalt among the existing managers.
