Internal recruitment is when the candidates are hired from inside the organization itself from among the employees. Since the employees are aware of the work culture, it saves certain trainings for the employees. These generally are carried out during promotions or transfers or when there are options for using employee referrals. It is cost saving as compared to external recruitment. Internal recruitment becomes crucial when the organization has to plan the successor for the organization for a leading role. It also gives motivation to employees due to opportunities that are provided and leads to employee retention. Different techniques included in this are:
Employee referrals are when the employees are encouraged to refer any candidate details for a specific position, based on which they may get few reward points. Since, the employees would know the requirements of the organization, they would provide the candidates accordingly. Thus, the chances of obtaining suitable candidates would be more as compared to the external recruitment.
This may be included as both internal and external recruitment, since rehiring employees means, hiring the employees who have actually left the organization due to some reasons and were quite suitable and could make a good come back. Since, the employees are aware about the work culture, they will understand how the profile is handled and procedures are followed along with the policies that have to be followed.
Transfer or Promotion or Role Changes
Transfer is the horizontal placement of an employee working in the organization for the same position, at the same pay but at a different position. Based on the requirements, qualifications, and work force available at the locations. It would be very economical as the company won’t have to spend on different hiring or recruitment process as well as training process. Promotions include, placing a candidate in the higher position with an increase in rank and responsibilities. Since the employee is well aware about the company culture and the responsibilities, it becomes easy for the employee to adapt and again is cost effective. Employees who are interested in some other domain can be recruited for the Sam, if needed, which is known as role change. In this the employees are again transferred horizontally when there is a position available, but for a different domain that they have skills for and interest in.
External recruitment is quite useful when you need freshers in the company which would be cost effective again as the freshers have to be paid less. It is useful when the organization is growing and needs to evolve with new candidates in order to have some diverse growing minds in the company. External recruitment would cost much more than internal recruitment but helps in areas where new employees are required and cannot be acquired from inside the organization. Hence, different techniques for external recruitment include:
In the modern world, the companies are continuously trying to evolve in their business to compete in the cut-throat competition and stay in the market, for which it becomes essential to focus completely on their main motive of moving the business forward with their production and hence becomes difficult to handle their other processes such as handling human resource activities. Thus, companies hire recruitment agencies, also known as HR consultancies that help businesses with their recruitment activities. This is also helpful for the company who don’t have their own HR department.
Internships help companies to understand the ability of the candidate to work in the firm, if they want to permanently hire them for their company. It also helps candidates to understand the work culture and job profile requirements. Internships generally include hiring of college students who have fresh knowledge of the skills that they are studying and are looking for their experience in co-operate world. Internships are paid or unpaid, depending on the company and the type of job that is being exposed to the Intern.
Obtaining experienced qualified candidates is hard if we don’t have any leads for it or available in the organization itself, hence job posting on social media like linked in or other sites or bulletin boards helps to obtain the candidates. But since the posts are visible to wide number of people, it becomes difficult to short list suitable candidates and lot of work is required, hence, proper job posting targeting the required audience with appropriate and up-to date job description is required to obtain the right candidates.
There would have been candidates who had been interviewed earlier and were qualified but didn’t get the job. These candidates are in the database, hence contacting these individuals would help obtain appropriate candidates and would save time.
Thus, there are different recruitment techniques that are available currently and it depends on the company as well as the situation in the company to choose which type of recruitment technique would be beneficial for its growth.