Internal Recruitment II CLASS-6 HR-302

Strategy Development Recruitment Sources Recruitment Sources 1- Job posting: advertisement 2- Intranet: organization internal email. 3- Nominations: internal candidate can be solicited from supervisors and beers, these individual are an excellent source of names of internal candidates, as they are familiar with what is required to be successful in the position.

Strategy Development Recruitment Sources 4- In-house temporary pools: It has many advantages: employees require less orientation to the organization. Employer doesn’t have to pay an hourly fee to recruitment agency, and the cost saving can be applied to higher levels of compensation and benefits. Easier for an organization to ensure the quality and person/ organization fit for employee.

Strategy Development Recruitment Sources 5- Replacement and succession plans: Indicate position and Focus on identifying individual employees who will be considered for promotion, along with through assessment of their current capabilities and deficiencies, coupled with training and development plans to erase any deficiencies.

Strategy Development Recruitment Sources What is the different between replacement plan and succession plans? What distinguishes the two is basically the difference between executing short-term and long-term strategies. Replacement Planning Replacement plans ensure the continuity of operations and focus on how critical positions will be filled on short notice.  Organizations should have replacement plans for all leadership positions, as well as other critical positions Replacement plans should identify 1-3 people for each critical position who could step into the position in an emergency situation. Oftentimes, replacements are viewed as temporary.

Strategy Development Recruitment Sources Succession Planning is a long-term talent strategy. The succession planning process is aimed at ensuring the continuous development of talent within the organization so that when a need arises or vacancy occurs, the organization can pull from the existing talent versus always looking to outside for talent.  The succession planning process is a continuous process and includes: The selection of current and future critical positions in the organization, The regular assessment of current talent and identification of talent pools, and Ongoing planning and development of individuals through a variety of experiences.

Strategy Development Recruitment Sources 6- Talent management system Comprehensive method for monitoring and tracking employee skills and abilities Identify the KSAOs required for all jobs The complete set of KSAOs is compiled into a master list. The current workforce will need to be assessed for its competence in this set of KSAOs When positions come open, managers make a query to the talent management system to determine which employees are ready to come into open positions. Often coupled with specific human resources information systems (HRIS) to facilitate tracking KSAOs in the workforce

Strategy Development Recruitment Sources 7- Career development center: -Provide employees with opportunities to take interest inventories, assess their personal career goals, and interview with representatives across the organization. Goals of career center are: 1- employee learn about themselves and have chance to think about what they really want to achieve in their careers. 2- employees have a chance to explain the career option with the organization.

Recruiting metrics Each recruitment source has strengths and weakness. Recruiting metrics determine the best method for an organization entails assessing the cost and benefits of each method and then selecting the optimal combination of sources to meet the organization’s strategic needs.

Communication Message & Medium Realistic: new created job, or new geographic area. Targeted: the experienced internal employees. Branded: emphasizes the value and culture of the unit. Communication Medium: Job posting Brochures Informal systems

Applicant Reactions Perceived fairness Distributive justice - Perceived fairness of actual decision. Procedural justice - Perceived fairness of process (policies and procedures).