Identify Three Internal Sources for Recruiting and Issues Associated with Their Use
Job Posting is the most common way. It requires that management post or otherwise circulate listings of available job openings. The listings provide information contained in the job description and job specification, as well as information concerning compensation. Employees indicate their interest formally, either through their immediate supervisor or through the human resource department. In some organizations, the job posting program is coupled with a skills inventory, this inventory of employee skills, attributes, and performance data is used to match current employees with the requirements of the job openings.
Promotions and Transfers:
– Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization.
– Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. So, the vacancy can be filled by transferring a suitable candidate from the same organization.
Employee Databases: Computerized internal talent banks, or applicant tracking systems, are used to furnish a listing of the knowledge, skills, and abilities (KSAs) available for organizations. Employers that must deal with a large number of applicants and job openings have found it beneficial to use such software as part of a human resource information system (HRIS). Software of this type allows employers to enter resumes and then sort the resumes by occupational fields, skills, areas of interests, and previous work histories.
For instance, if a firm has an opening for someone with an MBA and marketing experience, the key words MBA and marketing can be entered in a search field, and the program displays a list of all resumes containing these two items. The advantage of these computerized databases is that they allow recruiters to identify potential candidates