This is the definition of recruitment and is the first stage in the hiring process. Careful strategic planning and job analysis must be carried out to ensure that recruitment is geared towards meeting the needs of the organization. The general needs, both in the immediate and longer term must be accessed to determine the type of recruitment that will be needed. After the recruitment objectives and job analysis results have been examined, the recruitment activities can commence and target both employees and the external labor market. Employees are called the internal labor market. By targeting both markets, companies can increase their pool and diversity of qualified applicants. Companies can display job openings to their own employees by creating a job posting and searching a talent inventory. A talent inventory is a database that contains a broad range of information about a company’s employees. This information would include personal details, previous work experience, career goals, competencies and other such information. Recruitment within an organization results in either a promotion or a transfer. A promotion occurs when an employee has been moved into a position that carries a higher status. Usually, the employee is also awarded a pay raise. Merit, seniority and potential are the three main criteria in determining promotion. It is important to consider potential when making promotions as this figures into the long-term planning of any organization. Promoting an individual with potential is an incentive for that person to stay on at the firm rather than find new and more challenging opportunities elsewhere. Promotions that are based on previous performance and seniority are very common in most organizations and is called the peter principle. The Peter Principle states that employees within an organization will advance to their highest level of competence and then be promoted to and remain at a level at which they are incompetent. This is the term coined to describe this type of promotion. It is not a good way of promoting individuals because employees get promoted until they cannot do the job that has been given to them. A transfer describes a move to a position of a similar status in the same organization that can be advantageous to the employee as it allows him or her to gain varied experiences. A transfer is a lateral move in a company with fairly similar status, responsibilities and salary, as opposed to a promotion, which is an upward move. A downward transfer is called a demotion, where the employee is moved to a job of lower level and status. The main advantages of internal recruitment are that it is cost-effective and increases employee loyalty; however the main drawbacks are that the most suitable candidate may not considered; also, infighting and inbreeding may result in the workplace.
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