现代人力资源管理实践试图招募员工在组织内。内部招聘的原因如下。它是耗时少为了雇佣公司内部资源。不需要大量的技能评估过程。员工对公司是众所周知的。不需要寻找新的候选人。这增加程序的效率(莫泽,2005)。内部招聘的过程确保了员工在组织内工作安全感(陈,1996)。除此之外,它已经被观察到新员工加入率是少相比,内部员工。外部候选人需要时间来了解公司的正式流程。在某些时候对某些职位有高就业率。缺乏外部资源在此期间由公司内部采购时优先(莫泽,2005)。这个过程可以节省时间。这是提高生产力和整个公司的士气。外部招聘过程也有诸多好处。人们已经发现是有益的公司和职位更多的利润和生产率由于外部招聘(康普顿et al .,2009)。在内部招聘的情况下,将会发现企业在比较有限的选择。为现有的雇主不会有真正的竞争(康普顿et al .,2009)。人们已经发现,员工在这些情况下开发自满。员工还指责被青睐。招聘过程必须战略性招聘过程。招聘过程应包括的结构化、非结构化行为模型(康普顿et al .,2009)。非结构化的需要因素无形因素和过去的行为分析。基本上这将有助于选择正确的候选人地位。
Modern HRM practices try to recruit employees within the organization. The reasons for internal recruitment are as follows. It is less time consuming in order to hire resources within the company. There is no need for extensive skill assessment process. Employee is well known to the company. There is no need to scout for new candidates. This increases procedural efficiency (Moser, 2005). This process of internal hiring ensures the employees within the organization sense job security (Chan, 1996). Apart from this, it has been observed that new hires joining rate is less when compared to internal employees. It takes time for the external candidate to understand the official process of the company. During certain times for some positions there is high employment rate. There is lack of external resources during this time when internal sourcing is preferred by the companies (Moser, 2005). This process saves time. This is found to boost productivity and the overall morale of the company. External recruitment process also has numerous advantages. It has been found to be beneficial for the companies and post more profits and productivity owing to the external recruitment (Compton et al., 2009). In the case of internal recruitment, it will be found that the companies have limited choice in comparison. There will be no real competition for the existing employers (Compton et al., 2009). It has been found that the employees develop complacency in these situations. Employees are also accused of being favoured. The recruitment process must be strategic recruitment process. This recruitment process should comprise of structured, unstructured, behavioural models (Compton et al., 2009). There is a need to factor in unstructured intangible factors and past behavioural analysis. This will essentially help to select the right candidates for the position.