Internal Recruitment Methods

Internal
Recruitment
Methods
Internal Recruitment Methods

Internal
Recruitment
Methods
Different
organizations use
different methods
to locate qualified
internal candidates
and to inform
their…….
Internal Recruitment Methods

…..existing
employees about
the job vacancies.
This method
includes:-
Computerized
record system
Job posting
Internal Recruitment Methods

Computerized
Record System
Computers have
enabled the
creation of data
bank that contain
the personal details,
qualifications and
work history of
each employee.
Internal Recruitment Methods

Such information
can also be
specially presented
in the form of
Skills inventories &
Replacement charts.
Internal Recruitment Methods

Job posting
Advertising of job
opening to current
employees via
bulletin boards,
newsletter,
personal letters or
computerized
posting program.
Internal Recruitment Methods

Some Ways:
1- Jobs are posted
in prominent place
or advertised so
interested
employees are
likely to see them.
Internal Recruitment Methods

2- All permanent
promotions and
transfer
opportunities are
posted.
Internal Recruitment Methods

3- Job opening is
posted before
external
recruitment
begin.
Internal Recruitment Methods
4- A job
specification
includes the listing
so that employees
judge whether they
possess the
necessary
knowledge, skills
and abilities, formal
education and
personal
requirements.
Internal Recruitment Methods

5- The positions
eligibility rules
and criteria for
selection are clear.
An applicant
should know,
whether the
decision will be
based on
seniority….
Internal Recruitment Methods
…or Performance
or a combination of
both.
Whether they must
fulfill minimum
length of service
requirement in the
present job before
applying for a
promotion/ transfer.
Internal Recruitment Methods

6- Once the
decision is made,
all applicants are
informed about the
decision and
unsuccessful
candidates are
counseled as
appropriate.
External Recruitment Methods

External
Recruitment
Methods
External Recruitment Methods

External
Recruitment
Methods
HR department can
use various
approaches to
locate and attract
external candidates,
often looking to
more than one
source.
External Recruitment Methods

Sources such as
Government
employment
agencies, private
employment
agencies, recruiting
consultants.
Executives search
firms, Educational
institutions…….
External Recruitment Methods

……Professional
organizations,
advertisements,
employee referral,
and unsolicited
applications.
External Recruitment Methods
Researches on
Recruitment
channels
Decker and Cornelius
suggest that
employee’s referrals
are best, while
newspaper
advertisement and
employment agencies
are among the worst.
External Recruitment Methods

Kiran, Farley,
and Geisinger
found results in
favor of informal
recruitment
channels.
External Recruitment Methods

In contrast a study
by Swaroff, Barclay
and Bass found no
relationship
between
recruitment
channels and job
tenure or employee
productivity.
External Recruitment Methods

So, it is concluded
that each
organization should
conduct its own
audit of
recruitment
channels in terms
of cost, candidate
quality and
ultimate
performance.
External Recruitment Methods

Contextual
Issues
The state of the
economy can also
influence the value
of a particular
recruiting method.
External Recruitment Methods

High
unemployment
usually means that
unsolicited
applications are
more frequent and
better quality than
they are when the
labor market is
tight.
External Recruitment Methods

Full employment
is likely to force
the HR Manager to
use several
recruiting methods
simultaneously to
generate even a
few qualified
candidates.
Traditional Recruitment Sources

Traditional
Recruitment
Sources 1
Traditional Recruitment Sources

Traditional
recruitment
sources are
methods for
finding employees
that are easily
recognized,
conventional in
nature….
Traditional Recruitment Sources

…..Acceptable to
most types of
organizations, and
appropriate for
filling a wide
range of positions.
Traditional Recruitment Sources

Before embarking
on a traditional
recruitment
campaign,
remember to
consider the three
factors discussed
Traditional Recruitment Sources
• How much
money is
available?
• How quickly
the opening
must be filled?
• Whether a
wide audience
must be
reached?
Traditional Recruitment Sources

Recruitment
Source
Advertising
Advantage
Reaches a wide
audience
Disadvantage
Costly
Traditional Recruitment Sources

Recruitment
Source
Advertising
Advantage
Reaches a wide
audience
Disadvantage
Costly
Traditional Recruitment Sources

Recruitment
Source
Campus Recruiting
Advantage
Can select top
students opportunity
to groom future
management
Disadvantage
Hard to assess
potential
Traditional Recruitment Sources

Recruitment
Source
Contingency
Workers
Advantage
Can fill jobs in a
hurry
Disadvantage
Possible legal
ramifications
Traditional Recruitment Sources

Recruitment
Source
Direct Mail
Advantage
Personalized
selective
Disadvantage
Time-intensive Risk
that mail may not be
opened
Traditional Recruitment Sources
Recruitment
Source
Employee Referrals
Advantage
Employee morale
booster if referrals are
hired ;Quick;
Inexpensive
Disadvantage
Demotivation if
referrals are not hired.
Traditional Recruitment Sources

Recruitment
Source
Employment
agencies and
search firm
Advantage
Access to large
labor pool
Disadvantage
Costly
Traditional Recruitment Sources

Traditional
Recruitment
Sources 2
Traditional Recruitment Sources

Recruitment
Source
Former Applicants
Advantage
Good public
relations
Disadvantage
Outdated records
Traditional Recruitment Sources

Recruitment
Source
Government
Agencies
Advantage
Cost-effective
Disadvantage
Non-exempt only
Traditional Recruitment Sources

Recruitment
Source
Job Fairs
Advantage
May fill several
openings in a short
period of time
Disadvantage
May not be able to
hire anyone
Traditional Recruitment Sources
Recruitment
Source
Job Posting
Advantage
Creates openings
at lower levels
Morale booster
Reveals hidden
skills
Disadvantage
Costly
Traditional Recruitment Sources

Recruitment
Source
Newspaper Inserts
Advantage
Ad may stand out
and can be easily
removed
Disadvantage
Easily lost, Easily
overlooked
Traditional Recruitment Sources

Recruitment
Source
Open Houses
Advantage
Good public
relations May fill
several openings at
once
Disadvantage
Costly, Time-
Consuming
Traditional Recruitment Sources

Recruitment
Source
Outplacement Firms
Advantage
Large numbers of
applicants
Disadvantage
Incomplete picture
of applicants’
intangible
qualities
Traditional Recruitment Sources

Recruitment
Source
Professional
Associations
Advantage
Personal referrals
Disadvantage
Someone else’s
rejected
Applicants
Traditional Recruitment Sources

Recruitment
Source
Radio and Television
Advantage
Reaches a wide
audience
Reaches prospects
not actively looking
for a job.
Disadvantage
Can be costly
Traditional Recruitment Sources

Recruitment
Source
Research Firms
Advantage
Allows for greater
involvement in the
interviewing process
Disadvantage
Services end upon
contacting
applicants
Traditional Recruitment Sources

Recruitment
Source
Voice Ads (Pre-
recorded phone
message)
Advantage
Easy to produce
Disadvantage
Time-consuming
Innovative Recruitment Sources

Innovative
Recruitment
Sources 1
Innovative Recruitment Sources

Innovative
recruitment
sources are less
conventional than
traditional sources.
Some
may be considered
peculiar or unusual
Innovative Recruitment Sources
But appealing
only to certain
work
environments &
during specific
market conditions,
while others are
gradually making
their way over
to the traditional
side of the ledger.
Innovative Recruitment Sources

Often, they’re used

when traditional
recruitment
sources don’t yield
the results needed
in terms of quality
applicants or
timelines.
Innovative Recruitment Sources

Recruitment
Source
Airplane Banners
Advantage
Attention-getters
Disadvantage
Intrusive
Unprofessional
Innovative Recruitment Sources

Recruitment
Source
Banners and Signs
Advantage
Cost-effective
Disadvantage
Require busy
location
Unprofessional
Innovative Recruitment Sources

Recruitment
Source
Billboard
Advertising
Advantage
High-volume
Attention-grabber
Disadvantage
Conveys limited
amount of
information
Innovative Recruitment Sources

Recruitment
Source
Movie Ads
Advantage
Can attract people
who are not actively
looking for a Job
Disadvantage
Intrusive/Pushy
Innovative Recruitment Sources

Recruitment
Source
Bumper Stickers
Advantage
Incentive for
employees as part of
employee referral
program
Disadvantage
Not taken seriously
Innovative Recruitment Sources

Innovative
Recruitment
Sources 2
Innovative Recruitment Sources

Recruitment
Source
Company-
Sponsored social
events
Advantage
Cost-effective
Disadvantage
Reaches a limited
number of people
Innovative Recruitment Sources

Recruitment
Source
Competitions
Advantage
Opportunity to
evaluate skills
before extending a
job offer
Disadvantage
Time-consuming
Innovative Recruitment Sources
Recruitment
Source
Customers & Clients
Advantage
Potential employees
have in depth
knowledge of what
its like to work for
you
Disadvantage
Rejection could cut
relationship
Innovative Recruitment Sources

Recruitment
Source
Fast-Track
Training
Advantage
Provides
marketable skills
Disadvantage
Fails to support
long-term
Advancement
Innovative Recruitment Sources

Recruitment
Source
Kiosks/Booths
Advantage
Make it easy for a
person to apply
Disadvantage
Unmonitored
applicant flow
Innovative Recruitment Sources

Recruitment
Source
On-Site Recruitment
Advantage
Can reach a wide
audience time good
public relations
Disadvantage
Lots of unqualified
applicants
Innovative Recruitment Sources
Recruitment
Source
Pre-employment
Training
Advantage
Creates trained
workforce
Disadvantage
No guarantee
trained
workers won’t apply
skills elsewhere
Innovative Recruitment Sources

Recruitment
Source
Retirees
Advantage
Experienced
workers who can
serve as mentors
Disadvantage
Inflexibility
Innovative Recruitment Sources

It showed that there

are numerous
recruitment sources
that will yield
excellent
applicants.
Some are
traditional, like
advertising and
search firms…..
Innovative Recruitment Sources

….. Others, like

company
sponsored
social events and
fast-track training,
are more
innovative, but can
be
equally effective.
Innovative Recruitment-Examples

Innovative
Recruitment –
Real Examples
Innovative Recruitment-Examples

Example 1
1-The Boston
Consulting Group
(BCG) runs a
strategy competition,
which involves more
than fifty teams from
Australia and New
Zealand….
Innovative Recruitment-Examples

…..Competing for
a $6000 prize to
identify potential
employees. It also
offers at $10,000
scholarship
program.
Innovative Recruitment-Examples

Example 2
2- ANZ Bank
operates an
employee referral
program where
staff can earn up to
$2000 for
successful
appointment.
Innovative Recruitment-Examples

Example 3
3- UK law firm Baker
& McKenzie gives
employees who
successfully refer
legal staff $5000.
Innovative Recruitment-Examples
Example 4
4- To attract a
broader mix of talent
investment bank,
UBS invites
approximately fifty
top students from
state school in rural
areas to spend a
week in Sydney at
Finance academy.
Innovative Recruitment-Examples
Example 5
5- Y or Z.com offers
a recruitment services
where companies
advertising on its
website give financial
reward to a one who
successfully
recommends
candidates.
Innovative Recruitment-Examples
Example 6
6. Linkme.com.au
companies apply to
hire workers instead
of advertising, and
candidates advertise
what they want and
wait to see which
employers responds.
Innovative Recruitment-Examples
Example 7
7- Alumni programs
allow firms to
actively keep in touch
with former
employees via
conferences, social
gathering, and the
internet and then re-
hire them to use their
networks to identify
potential candidates.
Innovative Recruitment-Examples

Example 8
8- The UK Price
Waterhouse Coopers
provide structured fix
term work
experiences/
placements
(internships to
university students). In
2008, it made job
offers to more than
90% of its interns.