Internal Recruitment Internal Recruitment

Internal recruitment is the process by which an organization fills a
vacancy with an employee from within the organization. There are
different forms of internal recruitment, depending on the nature of the
job and the person (Noe et al., 2011). These forms include promotion of
an employee, hiring of a casual employee, recruitment of a former
employee, and recruiting retrenched employee. These options are diverse
and the process of recruitment is dependent on the required skills. The
most common is promotion of an employee.
Internal recruitment has the following advantages it reduces the cost
of recruitment and training a new employee. A new employee needs to
learn the operations of the organization and this result is extra costs.
Additionally, the process of recruitment is costly. Internal recruitment
also acts as morale booster for employees as they view themselves as
having many opportunities (Noe et al., 2011). The process also motivates
workers to work hard so that they can be considered for recruitment.
This increases productivity, which is beneficial to the organization.
Some of the disadvantages include lack of new ideas. This is because
the employees are from within and they, therefore, have no fresh ideas
to offer. This is especially for management positions. Internal
recruitment can also breed unhealthy competition as the workers try to
outdo each other so that they can get promoted (Noe et al., 2011). Thus,
it can lead to lack of team work as employees try to outdo each other so
as to shine. Additionally, the workers may not focus well on their
current position as they aim for the higher positions. It may also lead
to complacency as workers know that they cannot be subjected to external
competitive process so as to earn a higher position.
Reference
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011).
Fundamentals of human resource management (4th ed.). Chicago, IL:
McGraw-Hill. (Noe et al., 2011)
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