Internal and External Recruitment

 

Internal Recruitment

 

This is for those people who are already working in the organization; the HR publish the circular on the notice board and online portal to invite the deserving employees to participate in the interview so they can also upgrade their position level and avail their career growth.

 In this case, employees refer to their resumes personally and sometimes by their internal communication portal. This process may not be followed in all companies and organizations, for example in the study (Sintheya Rahman 2011).

Some of the advantages of internal hiring have been mentioned. We review what each of Stonner, Freeman and Gilbert (2000) identified three advantages of an organization’s policy to recruit from within. First, individuals recruited from within are already familiar with the organization and its members, and this knowledge increases the likelihood that they will succeed. Secondly, a promotion from within policy fosters loyalty and inspires greater effort among organization members. Finally, it is usually less expensive to recruit or promote from within than to hire from outside the organization. Certain disadvantages to internal recruitment were also recognized. It limits the pool of available talent. In addition, it reduces the chance that fresh viewpoints will enter the organization, and it may encourage complacency among employees who assume seniority ensures promotion.

 

External Recruitment

 

From other organizations, Companies, Institutes and fresh graduates this process is applicable, step by step selection and recruitment process is shown (Bushra Bintey Mahbub 2020). Many vacancies are filled by outsiders. Even when a company’s own candidate is transferred or promoted elsewhere in the company there comes a vacant position, which should be filled externally. (Ayesha Yaseen 2015) The process below shows how groups of candidates are created from different sources. It is impossible to gather all candidates from a different category and experience using only one source. These sources have proven to be very useful and effective for finding the right number of able people.

 

 (Figure 3) Internship report On Recruitment and Selection Process at Viyellatex Group (2012)


Source Nipupurni Internship report On Recruitment and Selection Process at Viyellatex Group p23
 

 

 

 References

Biswas, N. (2012). Recruitment and selection process at Viyellatex group.

2012 Nipupurni Biswas Internship report On Recruitment and Selection Process at Viyellatex Group(2012)

Rahman, S. (2011). Recruitment and selection process of Robi Axiata Ltd.

Yaseen, A. (2015). Recruitment and selection process of higher education sector and its impact on organizational outcomes. International Journal of Human Resource Studies, 5(4), 79-94

 

 

 

 

 

 

 

 

 



 

Comments

  1. Danushi SeneviratneSeptember 1, 2022 at 7:36 AM

    One theoretical rationale for internal hiring is that firms bias promotion competitions (particularly at the higher ranks of the organization) against external candidates, to preserve incentives for the internal candidates. Thus, external candidates are hired only when they are considerably better than insiders. The evidence consistently shows that external hires look better on paper than internal hires If an internal and an external prospect look similar on paper, employers generally go for the internal worker, meaning an external applicant's record must exhibit a large margin of superiority to secure the position. This result is consistent with external hires facing a handicap when evaluated alongside internal workers. Compared with internal hires, external hires are older and have more experience and education (DeVaro, J. 2016).

    ReplyDelete
    Replies
    1. Ashfaq NazeemSeptember 5, 2022 at 9:51 PM

      True, the exposure is different and the knowledge for improvisation and on the other hand it has its negativity as well.

      Delete
  2. Isuri PinnaduwaSeptember 2, 2022 at 7:13 AM

    Well explained Ashfaq. Brooks, et.al., (2009) identified that people differentiate between options more when they consider them simultaneously than when they view them separately. Several factors induce differentiation in this regard which is broadly related to internal and external factors. The recruitment and selection process is also affected by the beliefs of HR professionals.

    ReplyDelete
  3. Dulshan EdirisuriyaSeptember 3, 2022 at 5:35 AM

    Excellent explanation Ashfaq. Here a key component of a recruitment and selection process is to identify how an employee will behave in the future. Future is unpredictable so that it should be analyzed with the probability. Informed judgement is better than the uninformed judgement so that recruitment and selection needs a proper process to assess the candidates with their personal traits and organizational requirements (Newell, 2005)

    ReplyDelete
  4. Asitha GalhenaSeptember 6, 2022 at 5:30 AM

    The size of the organization matters when selecting a recruitment method. Larger organizations have access to a large pool of potential candidates. Therefore larger organizations have more tendency to recruit internally than SMEs. This helps larger organizations retain potential employees within the company and enhance development opportunities for staff (Rajani, 2016).

    ReplyDelete

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