This document discusses internal and external recruitment sources. Internal sources include transferring current employees, promotions, and employee referrals. Benefits are reduced costs, familiarity with the organization, and increased motivation. Disadvantages are limited new skills and losing talented external candidates. External sources include advertisements, job portals, company websites, social media, placement agencies, job fairs, campus interviews, and aim to attract skilled candidates from outside the organization.

1. RECRUITMENT
(INTERNAL AND EXTERNAL
SOURCES)
Presented by: March Desiree Diola

2. RECRUITMENT
◉ The process of generating a pool of
qualified candidates for a particular
job.
◉ The process of discovering potential
candidates.

3. Internal Sources of Recruitment
 The Internal Sources of Recruitment
mean hiring people from within the
organization.
 In other words, seeking applicants for
the job positions from those who are
currently employed with the firm.
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4. Methods of
Internal Sourcing
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5. FARTNERS
◉ Shifting an employee from one job to another, typically
of similar nature, without any change in his rank and
responsibility.
◉ To enable him to get well-versed with the broad-based
view of the organization which is essential for the
promotions in future.
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TRANSFER

6. PROMOTION
◉ The most common form of internal
recruitment wherein the employees are
moved to the upper levels of the
organization with more responsibility
and prestige.
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NORMOTIPO

7. When the higher level positions fall vacant companies recruit
from within the organization so as to capitalize one of the
following benefits:
◉ The employee is familiar with the working of the organization.
◉ Less cost is incurred as compared to hiring the person from the
external sources.
◉ The chances of selection are bright since the performance card of
the individual is readily available with the firm.
◉ It boosts the morale of the employee.
◉ The others in the organization also get motivated to work harder to
get promoted to the higher levels of the organization.
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8. EMPLOYEE REFERRALS
◉ The present employees can refer their friends
and family to the job and,
◉ They can recommend their names to the
management for recruitment.
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E_ _ _O_ EE _E_E_ _A _ _

9. In any organization, following are the most
common internal sources of recruitment:
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Internal
Recruitment
Transfer
Promotion
Employee
Referrals

10. Other methods of internal sources or
recruitment are as follows:
◉ Demotions
◉ Retired Employees
◉ Former Employees
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11. Advantages of Internal Sources Recruitment
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 Loyalty increases towards the organization.
 It highly motivates the employees and helps in maximizing the job
satisfaction.
 Existed employees of the organization are well known about the
organization culture.
 Internal sources of recruitment highly reduce efforts and cost.
 It helps in reducing the employee turnover.
 It creates a scope to get a competitive advantage by recruiting the skilled
employees for the higher positions.
 It helps in maximizing job security and job satisfaction
 Transfers from one department to another department helps in eliminating
boredom and monotony in employees.
 It helps in reducing the efforts of induction programs.

12. Disadvantages of Internal Sources Recruitment
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 Internal sources of recruitment reduce the scope of finding
skilled and more efficient people.
 The introduction of new methods and strategies may not
always possible with this approach.
 Losing more efficient persons from the external
environment becomes a competitive advantage to the
competitors.
 This approach is not suitable for all the organizations

13. External Sources of Recruitment
 Involve motivating the skilled and more
efficient candidates outside of the
organization to apply for the vacant
positions in the organization.
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14. Advertisements
◉ Advertisements help in attracting the right candidates
and in maximizing brand image.
◉ Advertisements may be given in print media or
electronic media, it gives better results and it is
cheaper than approaching third parties.

15. Job Portals
◉ Job portals can inform up to date job alerts to the
candidates and offer attractive benefits and
packages to the employers.
◉ The tools and techniques used by the job portals
highly reduce the efforts in finding the skilled
candidates.

16. List of Top Job Sites in the
Philippines
◉ Monster Philippines
◉ Indeed.com.Ph
◉ CareerJet.Ph
◉ JObStreet
◉ OnlineJobs.ph
◉ www.bestjobs.ph/
◉ www.jobopenings.ph/
◉ https://ph.jora.com/
◉ www.trabaho.com/
◉ philippines.recruit.net/
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17. Company’s Websites
◉ Job portals can inform up to date job alerts to the
candidates and offer attractive benefits and
packages to the employers.
◉ The tools and techniques used by the job portals
highly reduce the efforts in finding the skilled
candidates.

18. Social Networking Sites
◉ Communicating about vacant positions of the
organization through social networking sites help in
motivation and attracting the highly skilled and more
efficient candidates to apply for the jobs.

19. Placement Agencies
◉ Approaching placement agencies reduces the time
and efforts to find the right candidates from the pool
of skilled candidates.
◉ The main drawback of this method is commission
basis on hiring the candidates.

20. Job Fairs And Walk In Interviews
◉ Walk in interviews and job fairs are declared and
conducted by companies to find the skilled
candidates.
◉ Following this method highly reduces efforts in
finding more efficient human resources for the bulk
requirement.

21. Campus Interviews
◉ This is an easy and economical method that
helps in finding eligible candidates.
◉ Through this method,s organization can find
energetic and more competitive candidates
for suitable vacancies.

22. In a nutshell . . .
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23. Sources
◉ http://www.armyacademy.ro/reviste/rev3_2015/MUSCALU.pdf
◉ www.slideshare.com
◉ https://businessjargons.com
◉ https://myventurepad.com/internal-external-sources-recruitment/
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