Before an organisation actively begins to recruit applicants, it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources while most try to tackle the existing sources they have. These sources, accordingly, may be termed as internal and external. Management considers several variables in deciding on the extent to which they will depend on inside and outside sources. Among the most important are the following:
1. The effect of the policy on the attitudes and actions of all employees. It is often cited as the major reason for a policy of promotion from within. Most employees are likely to feel more secure and to identify their own long term interests with those of the organisation when they can anticipate first chance at job opportunities. On the other hand, general application of the promotion from within policy may encourage mediocre performance by the employees.
2. The level of specialisation required of employees. In many organisations, the principal source of qualified workers may be the present employees who have received specialised raining. In new industries or endeavours, no other source may be as satisfactory.
3. The emphasis on general economic policy on participation by employees at all levels. New employees from outside, inexperienced in the firm, may not know enough about its service or products or processes to participate effectively.
4. The need for originality and initiative. If management feels that it is providing training for these qualities, it may prefer its own people. It, on the other hand, it feels no such assurance, that fact may argue for the importation of new people with different ideas.
5. Acceptance of the seniority principles. In most
organisations, if emphasis is to be placed on en promotion from within, seniority will play an important part. It is the simplest basis on which to decide who merits advancement.
1. Internal Sources
Internal source is one of the important sources of
recruitment. The employees already working in the organisation may be more suitable for higher jobs than those recruited from outside. The present employees may help in the recruitment of new persons also. Internal sources consist of the following:
1. Present Employees: Promotions and transfers from among the present employees can be a good source of recruitment.
(i) Transfer. Transfer involves shifting of persons
from present jobs to other similar places. These do not involve any change in rank, responsibility and prestige, the number of persons do not increase with transfers but vacant posts may be attended to.
(ii) Promotions. Promotions refer to shifting of persons to positions carrying better prestige, higher responsibilities and more salaries. 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 avenues motivate employees to improve their performance so that they get promotions to higher positions.
Disadvantages of Promotions: Families and friends by acquainting them with the advantages of a job with the company furnishing letters of introduction and even encouraging them to apply. This source is, usually, one by the most effective methods of recruiting because many qualified people are reached at a very low cost to the company. In an organisation with a large number of employees, this approach can provide quite a large pool of potential organisational members. Most employees know from their own experience about the requirements of the job and what sort of persons the company is looking for. Often employees have friends or acquaintances who meet these requirements. A major limitation of employee referral is that the referred individuals are likely to be similar in type to those who are already working in the organisation. This may lead to informal groups based on race, religion or sex.
2. Former Employees – Former employees are another internal source of recruitment. Some retired employees may be willing to come back to work on a part time basis or recommend someone who would be interested in working for the company. Sometimes, people who have left the company for some reason or the other are willing to come back and work. Individuals who left for other jobs, might be willing to come back for higher emoluments. An advantage of this source is that the performance of these people is already mown.
