Internal Recruitment Process

After the identification of objectives, the next step of the recruitment and selection process deals with the job advertisement. A vacancy announcement is essential for every HR best practice model. In order to create a job ad, the organisation has to analyse the required skills, education and experience for this vacancy. Then, the position has to be described, requirements for the vacancy have to be written down and contact details have to be stated (Cable & Yu, 2014, pp. 279-280).

2.4 Internal Recruiting

Internal recruiting (IR) is the process of looking for qualified employees within the organisation. In a best practice, internal recruitment is primarily used for management or supervisory positions (Chang & Madera, 2012, p. 187). Researcher

In a best practice, external recruitment is used for entry-level positions or higher-level positions which cannot be filled with the help of internal recruitment methods (Chang & Madera, 2012, p. 188). This process carries advantages and disadvantages that are directly counter to those of the internal recruiting process. For example, external recruiting fosters new perspectives, new ways of doing things and new ideas. Through external recruiting methods, the company enhances its creativity, validity and innovation. This recruiting method avoids the ripple effect. On the contrary, external recruiting can also result in employee dissatisfaction due to a lack of motivation, because current employees feel left out. Additionally, external recruiting is more expensive than internal recruiting because of costly search processes that have to be undertaken. Research indicates to use a mix of external and internal recruitment methods in order to build a best practice model for recruitment and selection, because the combination of both processes allows a company to match the advantages and eliminate the disadvantages of each recruiting effort to its own unique context (Denisi & Griffin, 2011, pp.

RJP methods include booklets, brochures, meetings with current employees, multimedia presentations, guided tours through the property and trial days (U. S. Office of Personnel Management, 2016). In the past, a lot of recruiters gave an embellished picture of a particular job. They presented the job as exciting, fun, glamorous and challenging. But in reality the job tended to be monotonous, routine, boring and tedious. Consequently, the employees were extremely dissatisfied with their job and as a result enterprises were prone to high employee turnover. If recruiters would paint a more realistic picture of the vacancy, the turnover rate can be partly minimized. On the one hand, if applicants are provided with a realistic job preview, some candidates will be discouraged and withdraw from the consideration. But these employment seekers would mostly have become dissatisfied if they would have joined the company. On the other hand, those applicants who know what to expect and still want to join the firm are generally more motivated and are likely to remain with the organisation. An analysis of different studies of RJPs show generally higher levels of trust in the company, lower turnover and higher performance. The effectiveness of realistic job previews has to be considered by all kinds of companies (Denisi & Griffin, 2011, p.