Background and Rationale
The recruitment practice is one of the key, functions of the human resource department that primarily entails conducting a job analysis, identifying and attracting potential candidates through networking, screening the candidates using various tests and developing a person specification, matching the candidates to the job requirements. It also involves conducting induction and onboarding of new employees and lastly assessing motivational aspects of the candidates and how they fit in the organizational requirements (Kumari, 2012, pp.36). Kumari, 2012) argues that it is essential for the human resource department to put into consideration the scope of the job in question, the corporate culture of the concerned organization and the need of diversity before deciding on whether to recruit either internally or externally (Kumari, 2012, pp.38).
Shafique (2012), suggests that there exists a consensus that strategic human resource management practice within any given organization requires to put more emphasizes on the importance of formulating effective organizational strategies and objectives that are aimed improving the performance of the concerned firm (Shafique, 2012, pp.888). According to Schweyer (2010), the ability of a company to meet the strategic objectives and business planning needs both at the business unit, and corporate levels are significantly influenced by the recruitment decisions made by top managers and the human resource department of the company (Schweyer, 2010, pp.53). Internal recruitment helps in identifying the right people for the right job and who will steer the organization to prosperity. Internal recruitment is one of the best ways of ensuring that high caliber staff exists in the firm (Schweyer, 2010, pp.55).
Various advantages emanate from internal recruitment practice within a firm. For instance, internal recruitment helps an organization in reducing the total amount of time it spends in the hiring process thus facilitating faster achievement of short and long term objectives (Shafique, 2012, pp.889). Secondly, this practice is relatively cost-effective than external recruitment since it helps in reducing the expenses incurred in an advertisement on social media platforms. Thirdly, internal recruitment helps in strengthening the level of employee engagement within the firm thus acting as a motivational method for the existing employees (Jones et al. 2012, pp.269). Moreover, it significantly shortens the onboarding time of the employees since the hired workers are already familiar with the workplace environment.
On the other hand, internal recruitment comes along with several disadvantages (Jones et al. 2012, pp.269). For example, it limits the pool of applicants that the company has access to thus reducing its ability to extensively exploit diverse talents in the external labor market who may be more qualified than those existing internally (Panaccio and Waxin, 2010, pp,53). Secondly, internal rec
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