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CHAPTER 6: INTERNAL RECRUITMENT - Coggle Diagram
CHAPTER 6: INTERNAL RECRUITMENT
STRATEGIC RECRUITMENT PLANNING
Closed, Open and Hybrid Recruitment
Closed internal recruitment: employees are not made aware of job vacancies
Open internal recruitment: create unwanted competition among employees for limited advancement opportunities
Hybrid system of internal recruitment: both open and closed steps are followed at the same time
Organization and Administration
Budget
Recruitment guide
Coordination
Mobility Paths and Policies
Mobility paths: consists of possible employee movements within internal labor
Mobility policies: show relationships among jobs but do not show the rules by which people move between jobs
Timing
Lead time concerns
Time sequence concerns
Defining Strategic Internal Recruitment Goals - goals of internal recruitment system will flow from organization's overall strategic goals
APPLICANT REACTIONS - Perceived fairness of an internal recruitment process is extremely important
COMMUNICATION
Communication Message - realistic message portrays the job as it really is including positive and negative aspects
Communication Media - actual method or media used to communicate job openings internally include formal job postings, direct contact with potential supervisors
STRATEGY IMPLEMENTATION
Recruitment Resources
Talent Management System - comprehensive method for monitoring and tracking the utilization of employee skills and abilites
Nominations - apply for open positions can be solicited from potential supervisors and peers
Job Postings - similar to the use of organizational websites in external recruitment
In-House Temporary Pools - important to the temporary staffing of organizations and an excellent source of permanent internal employment
Recruitment Metrics
TRANSITION TO SELECTION - recruitment , selection and development come together in succession management effort. When employee has been identified having potential for leadership, the shall be process for the new role with self-development exercises