internal

 What are internal sources of recruitment? What are the advantages and disadvantages of using this source? Your response should be at least 75 words in length. You are required to use at least your textbook as source material for your response. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. 

No Wiki, dictionary.com or plagiarism. If cited to note where the citation came from.

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ment must decide how to weigh any legal advantages against
the impact on recruitment. iob applicants are more attracted
to organizations with due-process policies, which imply
greater job security and concem for protecting employees,
than to organizations with employment-at’will policies'”

t Image adwertising-Besides advertising specific job o;”sping5,
as discussed in the next section, organizations may aci’,’ertise
themselves as a good place to work in general. Advertising
designed to create a generally {avorable impression of the
organization is called image adwertising. Image advertising is

particularly important for organizations in hlghly competi’
iive labor markets that perceive themselves as having a bad
image.31 Research suggests that the image of an organiza-
tion’s brand-for example, innovative, dynamic, or fun-
influences the degree to which a person feels attracted to
the organization.32 This attraction is especially true if the
person’s own traits seem to match those of the organiza’
tion. Also, job applicants seem to be particularly sensitive
to issues of diversity and inclusion in image advertising, so
organizations shouid ensure that their image advertisements
reflect the broad nature of the labor market from which they
intend to recruit.33

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,V Recruitment Sourcest / Y -{nother critical element of an organization’s recruitment strategy is its decisions
i abo,rt where to look for applicants. The total labor market is enormous and spread
i, ..,ver the entire globe. As a practicai matler, an organization wili draw from a small
. lractiop of that total market. The m.thods the organization chooses for communicat-
i ing its labor needs and the audiences it targets will determine the size and nature of

lmage advertising, such as in this campaign to
recruit nures, pmmotes a whole profession or

organization as opposed to a specificjob opening.

This ad is designed to create a positive impression

of the proflession, which is now facing a shortage of
workers

0ue-Process Policies
Policies that formallY
lay out the steps an
employee may take to

appeal the employer’s
decision to terminate
that employee,

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l”ist and compare
sources of job

applicants.

Job Posting
The process of

communicating
in{ormation about a 1oh
vacancy 0n c0mpany
bulletin boards, in

employee publications,

on corporate intranets,
and anywhere else

the organization

communicates with

employees.

ih! lubo, market the organization taps ,o fill irt vacant positions.34 A person rvho
responds to a job adverrisement on the Internet is likely to be different from a person

,.rponding to a sign hanging outside a factory. The “Did You Knorv?” box presents

:r.me data on sources of recruitment. Each of the major sources from which organiza’
ilons draw recruits has advantages and disadvantages.

lnternal

Sources

As rve discussed with regard to personnel policies, an organization may emphasize
internai or external sources of lob applicants. Internal sources are employees who
currently hold other positions in the organizalion. Organizations recluit existing
employees through iob posting, or communicating information about the vacancy
or, .o*p”r,y bulietin boards, itiemployee publications, on corporate intranets, and

“nyrrh.r.
.is. the organization communicates with employees’ Managers also may

idenrify candidates ro recommend for vacancies. Policies that emphasize promotions

and even lateral moves to achieve broader career experience can give applicants a
favorable impression of the organization’s jobs. The use of internal sources also affects

” hat
kinds of people the organization recruits.

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ln a survey of large, well-known
businesses, respondents said over
one-third of positions are filled
with people who already work for
the company and accept a promo-
tion or transfer.

Source: Gerry Crispin and Mark
Mehlel “CareerXroads 9th Annual
Source of Hire Study,” February 2010,
www.careerxroads.com- (This report
includes 2008 data for sources of hire

Sources of Hire

All External
Sources. 61%

lnternal
Movement,

39%

because the authors believe 2009 is c.:e.
represen tative.)

ft€re{t S

Nofe.’ “lnternal movement” re{ers to
jobs filled from employees currently
in the company who are referred
by managers or receive promotions
or transfers; “all external sources”
refers to employees found usjng
sources outside the company such
as electronic recruiting from com-
pany or job Web sites, employment
agencies, colleges and universities,
walk-in applicants, newspaper ads,
and referrals.

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For the employer, relying on internal sources offers several advantages.SS First, ir
generates applicants u,ho are well knorvn to the organization. In addition, these appli-
cants are relativeiy knorviedgeable about the organization! vacancies, which rnini-
mizes the possibility they rvill har,e unrealistic expectations about the job. Finallv,
filling vacancies through intetnal recruiting is generaliy cheaper and faster than look-
ing outside the organization.

The value of a strong internal hiring system can be seen in the leadership of North
Jetsey Federal Credit Unior-r. The credit union’s chief executive, Lourdes Cortez, has
been u’ith the credit union for rnore than 20 years, srarting out as a telier. Frorn thar
entr1,-l6vsl position, Cortez r,r’orked her way into management. Along the rvay, she
held lobs in almost every departmenr (skipping only accounring) and got ro knor,r,rhe
organizationt rnembers (credit union customers) firsthand. Explaining her strengths,
Cortez says, “Having rvorked rrry \vay Llp at the credit r-rnion absolutely girres me a
nr-tmber of different perspectives. I’ve ll’orked in every depaltment, so I have respect
for employees in those positions, and I relate better to rnembersi-rip because I’ve dealt
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And finaliy, companies that are able to grow during a slow economy can galn a com-

petitive edge by hiritrg the best talent when otl-rer organizations are forced to avoid
iri.i.rg, f..”r. p”y increases, of even lay off talented people’re So organizations often
,”.r,-rit through direct applicants and referrals, advertisements, employment agencies,

schools, and Web sites. Figure 5.3 shows which of these sources are used most alnong
large cornpanies surveyed.

Direct Applicants and

Referrals

Even without a formal effort to reach job applicants, an organization may hear from
candidates through direct applicants and referrals. Direct applicants are people
‘,vho apply for a vacancy without prompting from the organization. Referrals are
people who apply because someone in the organization prompted them to do so.
According to the survey results shown in Figure 5.3, the largest share (ovet one-
fourth) of neu, employees hired by large companies carne from referrals, and the next
largest share (over 22 percent) came from direct applications made at the employer’s

Source

Referrals

Company Web site

Job boards

Direct sourcing*

College recruiting

Rehiring former employees

Print/media ads

Walk-ins

Employment agencies

Career fairs

Hiring temporary employees
as permanent

Other sources

51015202530
Percent of Employees Hired

-Dircct
sourcing includes research by the employer, such as searching intemal dalabases ofrisum€s and social-networking

Web sites to identii/ and contact people who seem to be well-qualified but did not apply.

SOURCE: Gerry Crispin and Mark Mehler, “CareerXroads 9th Annual Source o{ Hirs Study,” February 2010, www.

careerxroads.com (data for 2009).

Direct Applicnnts
People who apply for
a vacancy without
prompting from the
organization.

Relerrals
People who apply for
a vacancy because
someone in the
organization prompted
them to do so.

Figure 5.3

External Recruiting

Sources

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