SELECTION Part-1

Internal Recruitment
Recruiting employees who

are already employed by
the organization
In internal recruitment,
organizational culture is
important, while employer
brand and reputation
becomes less important.
1
Promotion – Reassignment of an employee to a higher
level job. This also refers to the upward or vertical
movement of employees in an organization from lower
level jobs to higher level jobs involving increases in duties
and responsibility, higher pay and privileges.
Transfer – moving of employee from one department to

another. This refers to the lateral movement of employees
in an organization. Transfer doesn’t guarantee increase in
salary and allowances.
Job Posting – used to inform employees of job vacancies.
Openings are published on:

• Company portal
• Company intranet
• Company Bulletin Board
Rehiring former employees – also refers to “boomerang

employees” is an employee who leaves a company they
work for, but then later returns to work for the company
once again. They are considered to be “tried and tested”
by the company.
Employee Referrals- a recruiting strategy in which
employers encourage current employees, through
rewards, to refer qualified candidates for jobs in the
organization. It is an internal recruitment method;
that is, internal sources are used to attract
candidates.
Whoever the employee refers, the firm expects the

have same work principles as the employee.
Advantages Disadvantages
• Cost Effective • Limit your candidate pool
• Saves time • Workforce gap
• Employee familiarity • Creative stagnation
• Lower onboarding times • Colleague conflict
• Improve employee
engagement
External Recruitment
To meet demands for
talent brought about
by business growth, a
desire for fresh ideas,
or to replace
employees who leave
organizations
periodically turn to the
outside labor market.
Recruiting employees from outside the

organization
University Relations – the process of hiring talent just

graduating from colleges and universities. “college
recruiting” is now considerably broader in many
companies.
This includes:
• University job fairs
• Internship
• posting job vacancies in bulletin boards.
• grants to the institutions
• summer employment
Virtual Career Fairs- VCF now have the

ability to use video, voice and text to
connect job seekers with recruiters and to
span time zones and continents in the
process.
Walk-ins – Applicants simply “walk in” to apply for the job

without knowing if there are available openings in that
organization.
Employment Agencies and Search Firms

Employment Agencies – An organization that specializes in
finding jobs for applicants and finding applicants for
organizations looking for employees.
Public Employment Agencies – An employment service by
national or local government, designed to match applicants
with job openings. This helps organizations to receive a large
number of walk-in applicants.
Executive Search Firms – are typically retained to recruit for
senior-level positions. The reasons for doing so may include a
need to maintain confidentiality from an incumbent or a
competitor, a lack of local resources to recruit executive-level
individuals, or insufficient time.
Recruitment
Advertisement
10
Recruitment Advertisement
Classification of Recruitment Advertisements
Respond by calling – Recruitment ads in which

applicants are instructed to call rather than to
apply in person or send resumes.
Apply-in-person – Recruitment ads that instruct

applicants to apply in person rather than to call
or send resumes.
Send Resume Ads – Recruitment ads in which

applicants are instructed to send their resume
to the company rather than call or apply in
person
Blind box – Recruitment ads that instruct
applicants to send their resume to a box at the
newspaper, neither the name nor the address
the company is provided
Newspaper Advertisement
Direct Mail
Point-of-purchase method –
Job vacancy notices are
posted in places where
customers or current
employees are likely to see
them. It is inexpensive and it
is targeted toward people who
frequent the business.
However, only a limited
number of people.
Internet
Job Posting
Online Job Boards – the
most common platform
for job ads because it is
inexpensive, quick, and a
reliable way of making
the company and
vacancy known locally
and internationally
Many organizations rely heavily on online job
boards.
• Jobstreet.com
• Jora.com
• Indeed.com
• Linkedin.com
• Cavitejobs.com
These online ads have wider reach compared to the

printed “wanted ads” and are generally less expensive
than classified ads.
Social Media - 77% of

organizations use social
networking sites in
recruiting people. It is
cost-effective and it is
able to reach job-seekers
almost anywhere in the
world
Advantages Disadvantages
• Limited understanding about the
• Fresh skill and ideas company
• Better competition • Higher risk
• Lesser internal politics • Time consuming
• Ideas from other industries • High cost
• Internal disputes with existing
employees
• Maladjustment issues
• Invites unsuitable applicants
• Legal risks
RECRUITMENT
PROCESS
RECRUITMENT PROCESS
Formulating a recruitment strategy
Searching job applicants
Screening applicants
Maintaining an applicant pool

The Peril Promise of Social Media
1. Social
Social Media are here to stay, they Networking
sites
facilitate the social relationships that (facebook,
we have with other people, and the linkedin, plaxo,
chatrooms)
use of internet technologies make 2. Blogs and
Micro-Blogs
those relationships easier to develop (Twitter)
and maintain. 3. Virtual worlds
(Secondlife)
4. Video-sharing
websites
Social Media includes 4 major types: (youtube)
The Peril Promise of Social Media
Will the promise of social-media really play • Malware;

out as described? • Brand Hijacking;
• Lack of Content
Maybe, but if only organization can find Control;
ways to manage. • Non-Compliance w/
rules over
Here’s the Top 5 social media risks to Recordkeeping; and
businesses: • Unrealistic
expectations of
Internet
Performance
24
THANKS!
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Internal Recruitment

Recruiting employees who

Transfer – moving of employee from one department to

Openings are published on:

Rehiring former employees – also refers to “boomerang

Whoever the employee refers, the firm expects the

Recruiting employees from outside the

University Relations – the process of hiring talent just

Virtual Career Fairs- VCF now have the

Walk-ins – Applicants simply “walk in” to apply for the job

Employment Agencies and Search Firms

Respond by calling – Recruitment ads in which

Apply-in-person – Recruitment ads that instruct

Send Resume Ads – Recruitment ads in which

These online ads have wider reach compared to the

Social Media - 77% of

Searching job applicants

Maintaining an applicant pool

Will the promise of social-media really play • Malware;

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