Internal and External Sources of Recruitment

If internal recruitment sources refer to all potential candidates within your organization, then it makes sense that external recruitment sources all about motivating candidates outside of your company to apply.

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

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. 3

4. Methods of Internal Sourcing 4

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 . 5 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.  6 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. 7

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 .   8 E_ _ _O_ EE _E_E_ _A _ _

9. In any organization, following are the most common internal sources of recruitment: 9

10. Other methods of internal sources or recruitment are as follows: Demotions Retired E mployees Former Employees 10

11. Advantages of Internal Sources Recruitment 11 L oyalty 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 elimina ting boredom and monotony in employees. It helps in reducing the efforts of induction programs.

12. Disadvantages of Internal Sources Recruitment 12 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 . 13

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/ 16

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 . . . 22

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

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