Internal and External Recruitment

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Literature Review – Internal and External Recruitment BUSI643-D01-201230 Workforce Planning and Employment Liberty University August 12, 2012 Abstract Internal recruitment is probably viewed as the most favored recruitment process used in human resource management. This type of recruitment improves morale and promotes productivity within the organization. Internal recruitment provides an opportunity for an employee to remain with the company and to take advantage of continued benefits. External recruitment allows an organization to clearly define the role being sought and brings new employees to the company. This recruitment process is labor intensive and costly. Both internal and external recruitment processes will ultimately fill a vacant position with a qualified candidate and define organizational culture. Keywords: internal, external, recruitment, human, resource, management, organization. Internal and External Recruitment Introduction According to Heneman, Judge & Kammeyer-Mueller (2012), internal recruitment is the process by which current employees are attracted to and identified for positions currently open within a company and external recruitment is the process of attracting and identifying job applicants from outside of the company. Both types of recruitment require several steps to execute and complete effectively. These steps include recruitment planning, strategy development, talent search, distributing communications regarding open positions, and legal issue considerations. Organizations cannot run without people. People are an organization’s human resources. Human resources are an integral part of all organizations. Recruitment is an important aspect of human resource management. It fills job vacancies and promotes organizational growth. Human resources is an area of a company that requires diligence in its processes of

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