What are the advantages of internal recruitment? Selection methods, methods and recommendations for personnel management

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

The issue of hiring personnel is a key issue for any organization that is set up for a long-term existence in today's market economy. A well-selected team of employees is the key to success, since in the course of performing their duties, professional personnel will make fewer mistakes than people who took the job by chance or due to poor selection.

In the process of work, the management may have questions: what are the sources of internal recruitment of labor, does it make sense to use these reserves or is it better to take a person from outside. The article below will answer it in full, and also tell you about all the advantages of internal recruitment, methods and technologies for selecting employees.

The Benefits of Internal Recruitment

Each organization independently determines the methods and sources of search for candidatesfor open vacancies. However, before proceeding with the selection process of employees, it is necessary to study and compare the advantages and disadvantages of an internal source of recruitment. Of course, you need to start with the benefits.

The advantages of internal sources of recruitment include, first of all, the fact that the organization enables its employees to climb the corporate ladder. This key moment gives employees a chance to prove themselves and get a well-deserved promotion, which in turn allows you to increase loy alty in the enterprise as a whole.

The next benefit of internal sourcing is that people become more attached to the company. Promoting a person in a job or moving him to another, more suitable position for him, allows a particular employee to experience a sense of gratitude towards management and the organization, which in the particular case leads to attachment, and in general - to a decrease in staff turnover.

Also, the benefits of internal sources of recruitment include an improvement in the psychological climate. If the organization considers the candidacy of the employee and deservedly promotes him in the position, then the staff, feeling justice, experiences certain positive emotions.

The next advantage is that when searching and selecting candidates for a vacant position, you do not have to use additional material costs, for example, advertising in newspapers, on television or radio. In addition, it is possible to avoid increasing wage costs for qualified employees hired byparties that might wish to receive a higher salary.

The advantage of internal sources of recruitment also includes the fact that the organization knows its employees well. The HR manager can get acquainted with the personal file of each employee and communicate with the line manager to determine the feasibility of transferring him to another position. It is important that this advantage also has a downside. Each employee who has passed the adaptation period knows his company well, is oriented in the organizational structure, understands the main beliefs of the management, etc. This makes it possible to avoid the time spent on studying the above points, which would be required when attracting applicants from outside.

The advantages of internal sources of hiring also include the fact that when an employee is transferred to any other position, the old one is released, and a younger specialist can take it, which leads to a constant movement of personnel. Such a process is a good indicator for any organization, since in the process of moving up the career ladder a person has the opportunity to gain experience at each of its steps.

In addition to the main above-mentioned advantages of internal sources of recruitment, there is a high level of controllability of the personnel situation, an increase in labor productivity and increased motivation, as well as the possibility of improving the skills of employees.

Flaws in internal selection

In the process of internal recruitment to each manageryou will have to face such shortcomings of this process as:

1. Limited recruitment opportunity.
2. There is a risk of rivalry within the team.
3. Risk of familiarity.
4. Quantitative needs for filling vacancies are absolutely not met.

Based on the current situation and knowing all the advantages of internal sources of recruitment and their disadvantages, each leader or HR manager can decide which option to resort to today and now.

Preparation for internal selection

In the preparation process, two key aspects are considered - determining the need for a position and compiling a list of requirements for the candidate. How well the preparation was made, in general, depends on how the further search for candidates will go.

The requirements that the organization puts forward for a person who will take a certain position must fully comply with his future functional duties. If the position is introduced from scratch, then preparation for the internal selection of personnel should begin precisely with the definition and approval of functional and job responsibilities.

Evaluation criteria

After the preparation has been completed, the criteria by which the employee will be evaluated should be determined. To do this, it is necessary to draw up the criteria in such a way that they can be conditionally divided into mandatory andsecondary, professional and personal.

After all stages of internal selection of personnel are completed, the number of those requirements that the employee has satisfied should be compared.

Internal selection technology

Unlike the external one, the internal search for candidates differs in that the number of stages in the selection process is significantly reduced. However, it is strongly recommended not to exclude the following steps:

1. Studying the autobiographical certificate and the questionnaire that a person filled out upon admission to the organization, as well as other documents that are present in the personal file.
2. Communicate with line managers to determine the most suitable candidates.
3. An interview during which the candidate is asked pre-prepared questions and analyzes the answers, on the basis of which a preliminary conclusion is made.
4. Testing that can be done during the conversation. This stage makes it possible to analyze the main business qualities of a person and compare them with the requirements for the position.
5. Medical examination. If the profession requires hard physical labor, this stage is very important, because by determining the level of compliance of the candidate with all the requirements, you can avoid possible problems.

Rating

After all aspects of the internal selection of personnel have been observed, it is necessary to analyze allactivities and give him an assessment, on the basis of which the result is summed up and the person who will take the vacant position is determined.

The HR manager prepares a report on the conduct of the selection process for personnel from internal sources. It provides information about suitable candidates. In conclusion, the final decision is made on the promotion of a particular person or on his transfer to another, more suitable position for him.

Conclusion

Often, organizations underestimate their internal human resources, which can lead to wasted time and money on recruiting and hiring new staff. Proper personnel administration allows you to save company money and promote your employees up the career ladder, thereby solving several problems at the same time: social, psychological, organizational and economic.