INTERNAL RECRUITMENT 3
Internalrecruitment is the process by which an organization fills a vacancywith an employee from within the organization. There are differentforms of internal recruitment, depending on the nature of the job andthe person (Noeet al., 2011).These forms include promotion of an employee, hiring of a casualemployee, recruitment of a former employee, and recruiting retrenchedemployee. These options are diverse and the process of recruitment isdependent on the required skills. The most common is promotion of anemployee.
Internalrecruitment has the following advantages it reduces the cost ofrecruitment and training a new employee. A new employee needs tolearn the operations of the organization and this result is extracosts. Additionally, the process of recruitment is costly. Internalrecruitment also acts as morale booster for employees as they viewthemselves as having many opportunities (Noeet al., 2011).The process also motivates workers to work hard so that they can beconsidered for recruitment. This increases productivity, which isbeneficial to the organization.
Someof the disadvantages include lack of new ideas. This is because theemployees are from within and they, therefore, have no fresh ideas tooffer. This is especially for management positions. Internalrecruitment can also breed unhealthy competition as the workers tryto outdo each other so that they can get promoted (Noeet al., 2011).Thus, it can lead to lack of team work as employees try to outdo eachother so as to shine. Additionally, the workers may not focus well ontheir current position as they aim for the higher positions. It mayalso lead to complacency as workers know that they cannot besubjected to external competitive process so as to earn a higherposition.
Noe,R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011).Fundamentalsof human resource management (4thed.). Chicago, IL: McGraw-Hill.(Noe et al., 2011)