Internal recruitment

1. PRESENTATION ON
INTERBAL
RECRUITMENT
PRESENTED BY NISHANTH H
MBA, RYMEC
BALLARI

3. Introduction
Successful companies need good employees. Those
employees can come from outside the organization or they can
move from within. In this lesson, you'll learn what internal
recruitment is and how it can be a good thing for employees
and the company.

4. Definition of Internal
Recruiting
• Any method of identifying and attracting job candidates
from within an organization can be considered internal
recruiting. There are many different mechanisms, some
formal and some informal, that can be used to identify
quality internal candidates. Internal recruiting also offers
some distinct benefits over recruiting from the outside,
but it also has its critics. In the end, each organization and
hiring manager should consider their needs and develop a
recruitment plan that they believe will produce the best
candidates for their needs.

5. Why internal recruitment is
useful
Many organisations have started to realise the benefits of
looking internally before they advertise a position or engage
the services of a recruitment consultant.
Here are just five reasons why this can be an excellent
recruitment strategy:
• 1. Saves time and money
• 2. Reduces training time
• 3. Improves productivity
• 4. Improves morale
• 5. Facilitates succession planning

6. Internal Recruitment
Policy
• GENERAL PRINCIPLES
• Policy Statement

7. Basic Procedure
• Stage 1
A vacancy is advertised (usually for 14 days) on the appropriate BOC career
centre/s. All vacancies at CG18 and above are advertised globally. New
vacancies will be automatically emailed to staff that have registered to
receive new career opportunities via the Personal Job Shopper feature
within ProviTrac (BOC’s resourcing system).
• Stage 2
Applications should be made using the on-line process within BOC’s
recruitment system (ProviTrac). Staff without the use of the Internet,
should contact the HR Services Central Support Team for assistance on
01483 244246 (BOCTEL 750 4246).

8. • Stage 3
The hiring manager and recruiter will review the applications received and
decide who will be progressed to the next stage of the selection procedure.
(the range of activities within the selection procedure will vary according
to the job, but is likely to include one or more of the following: interviews;
psychometric tests; assessment centres
There is no obligation for the hiring manager to interview all internal
applicants. Internal applicants will only be interviewed if it is considered
that they meet the criteria of the vacancy.
• Stage 4
At the end of the selection procedure the hiring manager will decide whom
he/she wishes to offer the position to. The offer will be made and all other
applicants will be advised of the outcome.
NB. Occasionally, staff on the BOC Graduate Scheme may fill some
permanent vacancies on a ‘placement’ basis.

11. Steps in a Successful Internal
Recruitment Process
Step 1: Internal Recruitment Policy
The first step in creating a successful recruitment process is creating and
using an internal recruitment policy. This policy should place limitations on
managers so they do not steal employees from other managers or
unnecessarily hold an employee back from advancing his career if he
qualifies for an available position. The policy describes what internal
applicants can expect during the selection process and whether applying for
an internal position will affect their current ones. A company should add
whether an employee must remain working in a position for a minimum
amount of time before applying for a new one in the company and should
offer tips about how to advance to new positions.
Step 2: Job Posting
A company should develop a job posting system that ensures the widest
reach to company employees. In addition to creating fliers to hang in break
rooms, bulletin boards or restrooms, an interoffice email announcement to
employees can also help. The job posting should include a job description,
employee eligibility criteria, the job's department and position supervisor
and the dates employees can apply.

12. Step 3: Screening Employees
Screen the employees who apply for an internal position with care. The
advantage of an internal recruitment is that an internal applicant's managers
and co-workers are available and accessible as references. If policy allows,
hiring managers may also have access to employee files in order to learn
more about an applicant's past performance and behavioural issues.
Step 4: Interviews
A company can interview internal applicants with the assistance of the
current human resources department and company leaders. On the other
hand, some companies hire an outside recruitment firm to assist with the
internal recruitment process. Using an outside firm to assist with interviews
can help prevent unfair biases or advantages, as the hired experts do not
have personal connections to the applicants. In any regard, interviews are
one of the ideal ways to learn more about an employee, her expectations
and her loyalty to the company.
Step 5: Feedback
While a company can only select one employee to fill a vacant position, an
internal recruitment process is a good way for it to provide feedback to
employees wishing to advance professionally. While the number of internal
vacant positions is limited, the opportunities to provide promising
employees with quality opportunities to grow or improve their performance
is not.

14. 1. Transfers:
Transfer involves shifting of persons from present jobs to
other similar jobs. These do not involve any change in rank,
responsibility or prestige. The numbers of persons do not
increase with transfers.
2. Promotions:
Promotions refer to shifting of persons to positions carrying
better prestige, higher responsibilities and more pay. The
higher positions falling vacant may be filled up from within
the organisation. A promotion does not increase the number of
persons in the organisation.
A person going to get a higher position will vacate his present
position. Promotion will motivate employees to improve their
performance so that they can also get promotion.

15. 3. Present Employees:
The present employees of a concern are informed about likely
vacant positions. The employees recommend their relations or
persons intimately known to them. Management is relieved of
looking out prospective candidates.
The persons recommended by the employees may be
generally suitable for the jobs because they know the
requirements of various positions. The existing employees
take full responsibility of those recommended by them and
also ensure of their proper behaviour and performance.

16. Advantages of Internal recruitment
Sources:
1. Improves morale:
When an employee from inside the organisation is given the
higher post, it helps in increasing the morale of all employees.
Generally every employee expects promotion to a higher post
carrying more status and pay (if he fulfils the other
requirements).
2. No Error in Selection:
When an employee is selected from inside, there is a least
possibility of errors in selection since every company
maintains complete record of its employees and can judge
them in a better manner.

17. 3. Promotes Loyalty:
It promotes loyalty among the employees as they feel secured
on account of chances of advancement.
4. No Hasty Decision:
The chances of hasty decisions are completely eliminated as
the existing employees are well tried and can be relied upon.
5. Economy in Training Costs:
The existing employees are fully aware of the operating
procedures and policies of the organisation. The existing
employees require little training and it brings economy in
training costs.

18. 6. Self-Development:
It encourages self-development among the employees as they
can look forward to occupy higher posts.

19. Disadvantages of Internal recruitment
Sources:• (i) It discourages capable persons from outside to join the
concern.
• (ii) It is possible that the requisite number of persons
possessing qualifications for the vacant posts may not be
available in the organisation.
• (iii) For posts requiring innovations and creative thinking, this
method of recruitment cannot be followed.
• (iv) If only seniority is the criterion for promotion, then the
person filling the vacant post may not be really capable.