PRESENTATION ON INTERBAL

RECRUITMENT

PRESENTED BY NISHANTH HMBA, RYMEC

BALLARI

Introduction

Successful companies need good employees. Those employees can come from outside the organization or they can move from within. In this lesson, you'll learn what internal recruitment is and how it can be a good thing for employees and the company.

Definition of Internal Recruiting

•Any method of identifying and attracting job candidates from within an organization can be considered internal recruiting. There are many different mechanisms, some formal and some informal, that can be used to identify quality internal candidates. Internal recruiting also offers some distinct benefits over recruiting from the outside, but it also has its critics. In the end, each organization and hiring manager should consider their needs and develop a recruitment plan that they believe will produce the best candidates for their needs.

Why internal recruitment is useful

Many organisations have started to realise the benefits of looking internally before they advertise a position or engage the services of a recruitment consultant.

Here are just five reasons why this can be an excellent recruitment strategy:

• 1. Saves time and money• 2. Reduces training time• 3. Improves productivity• 4. Improves morale• 5. Facilitates succession planning

Internal Recruitment Policy

•GENERAL PRINCIPLES•Policy Statement

Basic Procedure

• Stage 1A vacancy is advertised (usually for 14 days) on the appropriate BOC career

centre/s. All vacancies at CG18 and above are advertised globally. New vacancies will be automatically emailed to staff that have registered to receive new career opportunities via the Personal Job Shopper feature within ProviTrac (BOC’s resourcing system). 

• Stage 2Applications should be made using the on-line process within BOC’s

recruitment system (ProviTrac). Staff without the use of the Internet, should contact the HR Services Central Support Team for assistance on 01483 244246 (BOCTEL 750 4246). 

• Stage 3The hiring manager and recruiter will review the applications received and

decide who will be progressed to the next stage of the selection procedure. (the range of activities within the selection procedure will vary according to the job, but is likely to include one or more of the following: interviews; psychometric tests; assessment centres There is no obligation for the hiring manager to interview all internal applicants. Internal applicants will only be interviewed if it is considered that they meet the criteria of the vacancy. 

• Stage 4At the end of the selection procedure the hiring manager will decide whom

he/she wishes to offer the position to. The offer will be made and all other applicants will be advised of the outcome.

NB. Occasionally, staff on the BOC Graduate Scheme may fill some permanent vacancies on a ‘placement’ basis.

Steps in a Successful Internal Recruitment Process

Step 1: Internal Recruitment Policy The first step in creating a successful recruitment process is creating and using

an internal recruitment policy. This policy should place limitations on managers so they do not steal employees from other managers or unnecessarily hold an employee back from advancing his career if he qualifies for an available position. The policy describes what internal applicants can expect during the selection process and whether applying for an internal position will affect their current ones. A company should add whether an employee must remain working in a position for a minimum amount of time before applying for a new one in the company and should offer tips about how to advance to new positions.

Step 2: Job Posting A company should develop a job posting system that ensures the widest reach

to company employees. In addition to creating fliers to hang in break rooms, bulletin boards or restrooms, an interoffice email announcement to employees can also help. The job posting should include a job description, employee eligibility criteria, the job's department and position supervisor and the dates employees can apply.

Step 3: Screening Employees Screen the employees who apply for an internal position with care. The advantage of an

internal recruitment is that an internal applicant's managers and co-workers are available and accessible as references. If policy allows, hiring managers may also have access to employee files in order to learn more about an applicant's past performance and behavioural issues.

Step 4: Interviews A company can interview internal applicants with the assistance of the current human

resources department and company leaders. On the other hand, some companies hire an outside recruitment firm to assist with the internal recruitment process. Using an outside firm to assist with interviews can help prevent unfair biases or advantages, as the hired experts do not have personal connections to the applicants. In any regard, interviews are one of the ideal ways to learn more about an employee, her expectations and her loyalty to the company.

Step 5: Feedback While a company can only select one employee to fill a vacant position, an internal

recruitment process is a good way for it to provide feedback to employees wishing to advance professionally. While the number of internal vacant positions is limited, the opportunities to provide promising employees with quality opportunities to grow or improve their performance is not.

1. Transfers: Transfer involves shifting of persons from present jobs to

other similar jobs. These do not involve any change in rank, responsibility or prestige. The numbers of persons do not increase with transfers.

2. Promotions: Promotions refer to shifting of persons to positions carrying

better prestige, higher responsibilities and more pay. The higher positions falling vacant may be filled up from within the organisation. A promotion does not increase the number of persons in the organisation.

A person going to get a higher position will vacate his present position. Promotion will motivate employees to improve their performance so that they can also get promotion.

3. Present Employees: The present employees of a concern are informed about

likely vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieved of looking out prospective candidates.

The persons recommended by the employees may be generally suitable for the jobs because they know the requirements of various positions. The existing employees take full responsibility of those recommended by them and also ensure of their proper behaviour and performance.

Advantages of Internal recruitment Sources:

1. Improves morale: When an employee from inside the organisation is given the

higher post, it helps in increasing the morale of all employees. Generally every employee expects promotion to a higher post carrying more status and pay (if he fulfils the other requirements).

2. No Error in Selection: When an employee is selected from inside, there is a least

possibility of errors in selection since every company maintains complete record of its employees and can judge them in a better manner.

3. Promotes Loyalty: It promotes loyalty among the employees as they feel secured

on account of chances of advancement.

4. No Hasty Decision: The chances of hasty decisions are completely eliminated as

the existing employees are well tried and can be relied upon.

5. Economy in Training Costs: The existing employees are fully aware of the operating

procedures and policies of the organisation. The existing employees require little training and it brings economy in training costs.

6. Self-Development: It encourages self-development among the employees as they

can look forward to occupy higher posts.

Disadvantages of Internal recruitment Sources:• (i) It discourages capable persons from outside to join the

concern.• (ii) It is possible that the requisite number of persons

possessing qualifications for the vacant posts may not be available in the organisation.

• (iii) For posts requiring innovations and creative thinking, this method of recruitment cannot be followed.

• (iv) If only seniority is the criterion for promotion, then the person filling the vacant post may not be really capable.