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The internal recruitment process has a lot of benefits and it is always difficult to decide whether to use internal or external recruitment process. The internal recruitment is a right recruitment process for the large organization, which promote friendliness in their corporate culture. The corporate culture, which supports the employees to look for the opportunities in the organization, is well designed for the internal recruitment process and the process can be a big benefit for the organization. The corporate culture, which is focused on a strong competition among employees and with the external environment, this corporate culture does not support the internal recruitment process. The corporate culture should drive the decision process. In case of two candidates for the position, the corporate culture should navigate the HRM Function and the hiring manager to decide correctly about the winning job candidate. The corporate culture has to provide guidance for the last decision about the winning candidate. The career development is a huge benefit of the internal recruitment process. The career development has to be communicated openly and the employees cannot be worried about their application for a new position within the organization. The career development can define special rules for the application for the new position. The rule is usually about the necessity to stay at one position for a defined period of time before applying for a new one. In case of necessity, the HRM Function can act quicker, but the current manager of the employee has to agree to allow the transfer. When the career development functions well, the employees are motivated to train themselves to get more skilled and develop their competencies as they see the career opportunity in the organization. The cost side is a clear internal recruitment benefit. The internal recruitment can be quicker and cheaper than the external recruitment. The employee who works with the organization usually does not ask a huge salary and is available for a transfer much quicker. Another internal recruitment benefit is a smaller pressure for the compensation and benefits. The moving employees get promoted and they do not press for a higher salary for just being with the organization.
Internal Recruitment
Note: Forms mentioned below can be found at my.georgetowncollege.edu under the Employee Info tab.
Internal Posting
The purpose of the internal position opportunities posting system is to assure consideration is given to qualified and interested employees who are able to meet basic performance standards of the open position.
Employee Responsibilities
Employees who wish to be considered for an open position submit an Internal Application to Human Resources. External recruiting may be undertaken concurrently. Maintain awareness of and respond to announcements of positions for which they are qualified and for which they want to be considered as candidates. Seek advice and counsel from appropriate resources relative to their career plans and goals.
Employee Eligibility
Regular, full time employees may apply for a posted position provided they have been employed for the last six months. Anyone under disciplinary action is not eligible for transfer. Employees may not change from one job to another, or transfer laterally more often than once every six months.
Manager Responsibilities
Follow proper employment procedures. Inform employees of the sourcing and selection process and encourage them to take responsibility of managing their own careers. Conduct interviews with candidates for open positions under their supervision. Respond to candidates not selected for open positions under their supervision. Respond to employees under their supervision when guidance and counsel is sought.
Effective Date
If an internal candidate is selected, the employee will begin the new position as soon as possible after being selected. This is reviewed on a case-by-case basis. The rate of pay, if changed, will become effective as of the first day worked in the new position.