8ecrulLmenL

8ecrulLmenL can deflne formally as lL ls a process of flndlng

and aLLracLlng capable appllcanLs for employmenL 1he
process beglns when new recrulL are soughL and ends when
Lhelr appllcaLlon are submlLLed 1he resulL ls a pool of
appllcanLs from whlch new employees are selecLed
1heoreLlcally recrulLmenL process ls sald Lo end wlLh
recelpL of appllcaLlon ln pracLlce Lhe acLlvlLy exLends Lo Lhe
screenlng appllcanLs as Lo ellmlnaLe Lhose who are noL
quallfled for [ob
1L CI kLCkUI1MLN1
1here are two types of recru|tment
- lnLernal 8ecrulLmenL
- LxLernal 8ecrulLmenL
UkCSL AND IMCk1ANCL
1he general purpose of recrulLmenL ls Lo provlde a pool of poLenLlally quallfled [ob
candldaLes
Speclflcally Lhe purposes are Lo
1 ueLermlne Lhe presenL and fuLure requlremenL of Lhe organlzaLlon ln con[uncLlon wlLh
lLs personnel plannlng and [ob analysls acLlvlLles
2 lncrease Lhe [ob pool of [ob candldaLes aL mlnlmum cosL
3 Pelp lncrease Lhe success raLe of Lhe selecLlon process by reduclng Lhe number vlslbly
under quallfled or [ob appllcaLlon
4 Pelp reduce Lhe probablllLy LhaL [ob appllcanLs once recrulLed selecLed wlll leave Lhe
organlzaLlon only afLer a shorL perlod of Llme
3 MeeL Lhe organlzaLlons legal and soclal obllgaLlon regardlng Lhe composlLlon of lLs
workforce
6 8elng ldenLlfylng and preparlng poLenLlal [ob appllcanLs who wlll be approprlaLe
candldaLes
kLCkUI1MLN1 kCCLSS
s sLaLed earller recrulLmenL ls Lhe process of locaLlon ldenLlfylng
and aLLracLlng capable appllcaLlons for [obs avallable ln an organlzaLlon
ccordlngly Lhe recrulLmenL process comprlses Lhe followlng flve sLeps
-8ecrulLmenL plannlng
-SLraLegy uevelopmenL
-Searchlng
-Screenlng
LvaluaLlon and ConLrol
kecru|tment |ann|ng
1he flrsL lnvolved ln Lhe recrulLmenL process ls plannlng Plre plannlng lnvolves
Lo drafL a comprehenslve [ob speclflcaLlon for Lhe vacanL poslLlon ouLllne lLs
ma[or and mlnor responslblllLles Lhe skllls experlence and quallflcaLlons
needed grade and level of pay sLarLlng daLe wheLher Lemporary or
permanenL and menLlon of speclal condlLlon lf any aLLached Lo Lhe [ob Lo
be fllled
Strategy Deve|opment
nce lL ls known how many wlLh whaL quallflcaLlon of candldaLes are
requlred Lhe nexL sLep lnvolved ln Lhls regard ls Lo devlce a sulLable sLraLegy
for recrulLmenL Lhe candldaLes ln Lhe organlzaLlon 1he sLraLeglc conslderaLlons Lo
be consldered may lnclude lssues llke wheLher Lo prepare Lhe requlred
candldaLes Lhemselves or hlre lL from ouLslde whaL Lype of recrulLmenL meLhod
Lo be used whaL geographlcal area be consldered for searchlng Lhe candldaLes
whlch source of recrulLmenL Lo be pracLlced and whaL sequence of acLlvlLles Lo
be followed ln recrulLlng candldaLes ln Lhe organlzaLlon
Search|ng
1hls sLep lnvolves aLLracLlng [ob seeders Lo Lhe
organlzaLlon 1here are broadly Lwo sources
used Lo aLLracL candldaLes 1hese are
lnLernal Sources
LxLernal Sources
Screen|ng
1hrough some vlew screenlng as Lhe sLarLlng polnL of
selecLlon we have consldered lL as an lnLegral parL of
recrulLmenL 1he reason belng Lhe selecLlon process sLarLs
only afLer Lhe appllcaLlon have been screened and shorL
llsLed LeL lL be exempllfled wlLh an example ln Lhe
unlverslLles appllcaLlon ls lnvlLed for fllllng Lhe posL of
rofessors ppllcaLlon recelved ln respond Lo lnvlLaLlon le
adverLlsemenL are screened and shorL llsLed on Lhe basls
of ellglblllLy and sulLablllLy 1hen only Lhe screened
appllcanL are lnvlLed for semlnar presenLaLlon and
personal lnLervlew
Lva|uat|on and contro|
lven Lhe conslderable lnvolved ln Lhe recrulLmenL
process lLs evaluaLlon and conLrol ls Lherefore
lmperaLlve 1he cosLs generally lncurred ln a
recrulLmenL process lnclude
Salary of recrulLers
CosL of Llme spenL for preparlng [ob analysls
adverLlsemenL eLc
dmlnlsLraLlve expenses
CosL of ouLsourclng or overLlme whlle vacancles remaln
unfllled
CosL lncurred ln recrulLlng unsulLable candldaLes
ML1nCDS CI kLCkUI1MLN1
8ecrulLmenL meLhods refer Lo Lhe means by whlch an
organlzaLlon reaches Lo Lhe poLenLlal [ob seeker lL ls
lmporLanL Lo menLlon LhaL Lhe recrulLmenL meLhods are
dlfferenL from Lhe resources of recrulLmenL 1he ma[or llne
of dlsLlncLlon beLween Lhe Lwo ls LhaL whlle Lhe former ls
Lhe means of esLabllshlng llnks wlLh Lhe prospecLlve
candldaLes Lhe laLLer ls locaLlon where Lhe prospecLlve
employees are avallable uunn and SLephen have broadly
classlfled meLhods of recrulLmenL lnLo Lhree caLegorles
1hese are
D|rect Method
Ind|rect Method
1h|rd arty Method
CaLogerles meLhod of recrulLmenL
D|rect Method
ln Lhls meLhod Lhe represenLaLlves of Lhe organlzaLlons
are senL Lo Lhe poLenLlal candldaLes ln Lhe educaLlonal and
Lralnlng lnsLlLuLes 1hey esLabllsh conLacLs wlLh Lhe
candldaLes seeklng [obs erson pursulng managemenL
englneerlng medlcal eLc programmers are mosLly plcked
up Lhe manner
SomeLlmes some employer flrm esLabllshes wlLh
professors and sollclLs lnformaLlon abouL sLudenL wlLh
excellenL academlc records Sendlng Lhe recrulLer Lo Lhe
convent|ons sem|nars sett|ng up exh|b|ts at fa|rs and
uslng moblle offlce Lo go Lo Lhe deslred cenLers are some
oLher meLhods used esLabllsh dlrecL conLacL wlLh Lhe [ob
seekers
Ind|rect Method
lndlrecL meLhods lnclude advert|sements |n the newspaper on the rad|o and
te|ev|s|on |n profess|ona| [ourna|s techn|ca| magaz|nes eLc Lhls meLhod ls
useful when
rganlzaLlon dose noL flnd sulLable candldaLes Lo be promoLed Lo flll up Lhe
hlgher posLs
When Lhe organlzaLlon wanL Lo reach ouL a vasL LerrlLory and
When organlzaLlon wanLs Lo flll up sclenLlflc professlonal and Lechnlcal posLs
1he experlence suggesLs LhaL Lhe hlgher Lhe poslLlon Lo be fllled up ln Lhe
organlzaLlon or Lhe sklll soughL by Lhe sophlsLlcaLed one Lhe more wldely
dlspersed adverLlsemenL ls llkely Lo be used Lo reach Loo many sulLable
candldaLes SomeLlmes many organlzaLlons go for whaL referred Lo as b||nd
advert|sement ln whlch only 8ox no ls glven and Lhe ldenLlLy of Lhe
organlzaLlon ls noL dlsclosed Powever organlzaLlons wlLh reglonal or naLlonal
repuLe do noL usually use bllnd adverLlsemenLs for obvlous reasons
1h|rd arty Method
1hese lnclude Lhe use of pr|vate emp|oyment agenc|es
management consu|tants profess|ona| bod|es pr
assoc|at|ons emp|oyee referra| or recommendat|on
vo|untary organ|zat|on trade banks |abor contractors
eLc Lo esLabllsh conLacL wlLh Lhe [ob seekers
now a quesLlon arlses whlch parLlcular meLhod ls Lo
be used Lo recrulL employee ln Lhe organlzaLlon? 1he
answer Lo lL ls LhaL lL wlll depend on Lhe pollcy of Lhe
parLlcular flrm Lhe poslLlon of Lhe labor supply Lhe
governmenL regulaLlons ln Lhls regard and agreemenLs
wlLh labor organlzaLlons noLwlLhsLandlng the best
recru|tment method |s to |ook f|rst w|th|n the
organ|zat|on
IAC1CkS AIILC1ING kLCkUI1MLN1

1here are a number of facLors LhaL affecL recrulLmenL 1hese are broadly
classlfled lnLo Lwo caLegorles
lnLernal facLors
LxLernal facLors
IN1LkNAL IAC1CkS
1he lnLernal facLors also called as endogenous facLors" are Lhe facLors
wlLhln Lhe organlzaLlon LhaL affecL recrulLlng personnel ln Lhe organlzaLlon
Some of Lhese are
S|ze of the organ|zat|on
1he slze of Lhe organlzaLlon affecLs Lhe recrulLmenL process Larger
organlzaLlon flnds recrulLmenL less problemaLlc Lhan organlzaLlon wlLh
smaller ln slze
kecru|t|ng po||cy
1he recrulLmenL pollcy of Lhe organlzaLlon le recrulLlng from lnLernal
sources and exLernal sources also affecL Lhe recrulLmenL process
enerally recrulLmenL Lhrough lnLernal sources ls preferred because own
employees know Lhe organlzaLlon and Lhey can well flL ln Lo Lhe
organlzaLlon culLure
Image of the organ|zat|on
lmage of Lhe organlzaLlon ls anoLher facLor havlng lLs lnfluence on Lhe
recrulLmenL process of Lhe organlzaLlon ood lmage of Lhe organlzaLlon
earned by Lhe number of overL and coverL acLlon by managemenL helps
aLLracL poLenLlal and compleLe candldaLes Managerlal acLlons llke good
publlc relaLlons renderlng publlc servlce llke bulldlng roads publlc parks
hosplLals and schools help earn lmage or goodwlll for organlzaLlon 1haL ls
why chlp companles aLLracL Lhe larger numbers of appllcaLlon
Image of the [ob
8eLLer remuneraLlon and worklng condlLlons are consldered Lhe
characLerlsLlcs of good lmage of a [ob 8esldes promoLlon and carrler
developmenL pollcles of organlzaLlon also aLLracL poLenLlal candldaLes
Lk1LkNAL IAC1CkS
Llke lnLernal facLors Lhere are some facLors exLernal Lo organlzaLlon
whlch have Lhelr lnfluence on recrulLmenL process Some of Lhese are
glven below
Demograph|c factors
s demographlcs facLors are lnLlmaLely relaLed Lo human belngs le
employees Lhese have profound lnfluence on recrulLmenL process
uemographlc facLors lnclude age sex LlLeracy economlcs sLaLus eLc
Labor market
Labor markeL condlLlon le supply and demand of labor ls of parLlcular
lmporLance ln affecLlng recrulLmenL process Lg lf Lhe demand for
speclflc sklll ls hlgh relaLlve Lo lLs supply ls more Lhan for parLlcular sklll
recrulLmenL wlll be relaLlvely easler

Unemp|oyment s|tuat|on
1he raLe of unemploymenL ls yeL anoLher exLernal facLor lLs lnfluence on Lhe
recrulLmenL process When Lhe employmenL raLe ln an area ls hlgh Lhe
recrulLmenL process Lends Lo slmpler 1he reason ls noL dlfflculL Lo seek 1he
number of appllcaLlon ls expecLedly very hlgh whlch makes easler Lo aLLracL
Lhe besLquallfled appllcaLlons 1he reserve ls also Lrue WlLh low raLe of
unemploymenL recrulLlng process Lend Lo become dlfflculL

Labor |aws
1here are several labor laws and regulaLlons passed by Lhe cenLral and sLaLe
governmenLs LhaL govern dlfferenL Lype of employmenL 1hese cover worklng
condlLlon compensaLlon reLlremenL beneflLs safeLy and healLh of employee
ln lndusLrlal underLaklngs
1he chlld Labour cL1986 for example prohlblLs employmenL of chlldren ln
cerLaln employmenLs
Slmllarly several oLher acLs such as Lhe LmploymenL Lxchange cL1938 1he
pprenLlce cL 1961 Lhe lacLory cL1948 and 1he Mlnes cL 1932 deal
wlLh recrulLmenL
IN1LkNAL SCUkCLS
resent emp|oyees
romoLlons and Lransfer from among Lhe presenL employees can be good
sources of recrulLmenL romoLlon lmplles upgradlng of an employee Lo a
hlgher poslLlon carrylng hlgher sLaLus pay and responslblllLles romoLlon
from among Lhe presenL employees ls advanLageous because Lhe
employees promoLed are well acqualnLed wlLh Lhe organlzaLlon culLure
Lhey geL moLlvaLed and lL ls cheaper also romoLlon from among Lhe
person employees also reduces Lhe requlremenL of [ob Lralnlng Powever
Lhe dlsadvanLage lles ln llmlLlng Lhe cholce of Lhe few people and denylng
hlrlng of ouLslders who may be beLLer quallfled and skllled lurLhermore
promoLlon from among presenL employees also resulLs ln lnbreedlng
whlch creaLes frusLraLlon among Lhose noL promoLed 1ransfer refers Lo
shlfLlng an employee from one [ob Lo anoLher wlLhouL any change ln Lhe
poslLlon/posL sLaLus and responslblllLles 1he need for Lransfer ls felL Lo
provlde employees a broader and carrled base whlch ls consldered
necessary for promoLlon !ob roLaLlon lnvolves Lransfer of employees from
one [ob Lo anoLher [ob on Lhe laLeral basls
Iormer emp|oyees
lormer employees are anoLher source of appllcanL for vacancles Lo be fllled up ln Lhe
organlzaLlon 8eLlred or reLrenched employees may be lnLeresLed Lo e come back Lhe
company Lo work on Lhe parL Llme basls Slmllarly some former employees who had
lefL Lhe organlzaLlon for any reason any come back Lo work 1hls source has Lhe
advanLages of hlrlng people whose performance ls already known Lo Lhe organlzaLlon
Lmp|oyee referra|s
1hls ls yeL anoLher lnLernal source of recrulLmenL 1he exlsLlng employees refer Lo Lhe
famlly members frlends and relaLlves Lo Lhe company poLenLlal candldaLes for Lhe
vacancles Lo be fllled up ln Lhe organlzaLlon 1hls source serves as Lhe mosL effecLlve
meLhods of recrulLlng people ln Lhe organlzaLlons because refer Lo Lhose poLenLlal
candldaLes who meeL Lhe company requlremenL known Lo Lhem from Lhelr own
experlence 1he referred lndlvlduals are expecLed Lo be slmllar ln Lype ln Lhe of race
and sex for example Lo Lhose who are already worklng ln Lhe organlzaLlon
rev|ous app||cant
1hls ls consldered as lnLernal source ln Lhe sense LhaL appllcaLlons from Lhe poLenLlal
candldaLes are already lylng wlLh organlzaLlon SomeLlmes Lhe organlzaLlon conLacLs
Lhough mall or messengers Lhese appllcanLs Lo flll up Lhe vacancles parLlcularly for
unskllled or semlskllled [obs
ADVAN1AGLS
1he advanLages of Lhe lnLernal source of recrulLmenL lnclude Lhe followlng
Iam|||ar|ty w|th own emp|oyees
1he organlzaLlon has more knowledge and famlllarlLy wlLh Lhe sLrengLhs and
weaknesses of lLs own employees Lhan of sLrange on unknown ouLslders
8etter use of the ta|ent
1he pollcy of lnLernal recrulLmenL also provldes an opporLunlLy Lo Lhe organlzaLlon Lo
make a beLLer use of LalenLs lnLernally avallable and Lo develop Lhem furLher and
furLher
Lconom|ca| recru|tment
ln case of lnLernal recrulLmenL Lhe organlzaLlon does noL need Lo spend much money
Llme and efforL Lo locaLe and aLLracL Lhe poLenLlal candldaLes 1hus lnLernal
recrulLmenL proves Lo be economlcal or say lnexpenslve
Improves mora|e
1hls meLhod makes employees sure LhaL Lhey would be preferred over Lhe ouLslders
as and when Lhey fllled up ln Lhe organlzaLlon vacancles
A mot|vator
The promotion through internal recruitment serves as a source of motivation for
the employees to improve their carrier and income. The employees feel that
organization feel that organization is a place where they can build up their life-
long career. Besides, internal recruitment also serves as a means of attracting
and retaining employees in the organization.
DISADVAN1AGLS
1he maln drawback assoclaLed wlLh Lhe lnLernal recrulLmenL ls as follows
L|m|ted cho|ce
lnLernal recrulLmenL llmlLs lLs cholce Lo Lhe LalenLs avallable wlLhln Lhe
organlzaLlon 1hus lL denles Lhe Lapplng of LalenLs avallable ln Lhe vasL labor
markeL ouLslde Lhe organlzaLlon Moreover lnLernal recrulLmenL serves as a
means for lnbreedlng" whlch ls never healLhy for Lhe fuLure organlzaLlons
D|scourage compet|t|on
ln Lhls sysLem Lhe lnLernal candldaLes are proLecLed from compeLlLlon by
noL glvlng opporLunlLy Lo oLherwlse compeLenL candldaLes from ouLslde Lhe
organlzaLlon 1hls ln Lurn develops a Lendency among Lhe employees Lo
Lake Lhe promoLlon wlLhouL showlng exLra performance
Stagnat|on of sk|||s
WlLh Lhe feellng LhaL lnLernal candldaLes wlll surely geL promoLed Lhelr
sklll ln Lhe
long run may become sLagnanL or obsoleLe lf so producLlvlLy and
sufflclency of
Lhe organlzaLlon ln Lurn decreases
Lk1LkNAL SCUkCLS
LxLernal sources of recrulLmenL lle ouLslde Lhe organlzaLlon 1hese ouLnumber
lnLernal sources 1he maln ones are llsLed as follows
Lmp|oyment exchanges
1he naLlonal commlsslon labor (1969) observed ln lLs reporL LhaL ln Lhe pre
lndependence era Lhe maln source of labor war rural areas surroundlng Lhe
lndusLrles lmmedlaLely afLer lndependence naLlonal employmenL servlces were
esLabllshed Lo brlng employer and [ob seeker LogeLher ln response Lo lL Lhe
compulsory noLlflcaLlon of vacancles acL of 1939 (Commonly called employmenL
exchange acL) was lnsLlLuLed whlch become operaLlve ln 1960Lhe maln
funcLlons of Lhese employmenL exchanges wlLh Lhe branches ln mosL clLles are
reglsLraLlon of [ob seeker and Ller placemenL ln Lhe noLlfled vacancles lL ls
obllgaLory for employer Lo lnform abouL Lhe ouLcome of selecLlon wlLhln 13 days
Lo Lhe employmenL exchange LmploymenL exchange ls parLlcularly useful ln
recrulLlng bluecollar whlLe collar and Lechnlcal workers
Lmp|oyment agenc|es
ln addlLlon Lo Lhe governmenL agencles Lhere are number of prlvaLe
agencles LhaL reglsLer candldaLes for employmenL and furnlsh a llsL of
sulLable candldaLes from Lhe daLa bank as and when soughL by Lhe
prospecLlve employer enerally Lhese agencles selecL personnel for
supervlsory and Lhe hlgher levels 1he maln funcLlon of Lhese
agencles ls Lo lnvlLe appllcaLlon and shorLllsL Lhe sulLable candldaLes
for Lhe organlzaLlon f course Lhe represenLaLlve of Lhe
organlzaLlon Lakes Lhe flnal declslon on selecLlon 1he employer
organlzaLlons derlve several advanLages Lhrough Lhls source 1he
Llme saved ln Lhls meLhod can be beLLer uLlllzed elsewhere by Lhe
organlzaLlon s Lhe organlzaLlonal ldenLlLy remalns unknown Lo Lhe
[ob speakers lL Lhus avold recelvlng leLLers and aLLempLs Lo
lnfluence
Advert|sement
1hls meLhod of recrulLmenL can be used for [obs llke clerlcal Lechnlcal and
managerlal 1he hlgher Lhe poslLlon ln Lhe organlzaLlon Lhe more speclallzed Lhe
skllls or Lhe shorLer Lhe supply of LhaL resources ln Lhe labour markeL Lhe more
wldely dlspersed Lhe adverLlsemenL are llkely Lo be lor lnsLance Lhe search for a
Lop execuLlve mlghL lnclude adverLlsemenLs ln a naLlonal dally llke Lhe Plndu
Some employers/companles adverLlse Lhelr posL by glvlng Lhem posL box number
of Lhe name of some recrulLlng agency 1hls ls done Lo parLlcular keep own
ldenLlLy secreL Lo avold unnecessary correspondence wlLh Lhe appllcanLs
Campus kecru|tment
1hls ls anoLher source of recrulLmenL 1hough campus recrulLmenL ls a
common phenomenon parLlcularly ln Lhe merlcan organlzaLlons lL has
made raLher recenLly f laLe some organlzaLlons such as nLL nCL L1
C|t|bank Cadbury AN2 Gr|nd |ays eLc ln lndla have sLarLed vlslLlng
educaLlonal and Lralnlng lnsLlLuLe/ campuses for recrulLmenL purposes Many
lnsLlLuLes have regular placemenL cells / offlces Lo serve llalson beLween Lhe
employer and Lhe sLudenLs 1ezpur CenLral unlverslLy has one uepuLy ulrecLor
(1ralnlng and lacemenL) for purpose of campus recrulLmenL and placemenL
Deputat|on
sendlng an employees Lo anoLher organlzaLlon for Lhe shorL duraLlon of Lwo
Lo Lhree years 1hls meLhod of recrulLmenL ls pracLlce ln a preLLy manner ln
Lhe overnmenL deparLmenL and publlc secLor organlzaLlon does noL have Lo
lncurred Lhe lnlLlal casL of lnducLlon and Lralnlng
Jordofmouth
Some organlzaLlons ln lndla also pracLlce Lhe wordofmouLh'' meLhod of
recrulLmenL ln Lhls meLhod Lhe word ls passed around Lhe vacancles or
openlng ln Lhe organlzaLlon noLher from of wordofmouLh meLhod of
emp|oyeep|nch|ng'' le Lhe employee worklng
ln anoLher organlzaLlon ls offered by Lhe rlval organlzaLlon 1hls meLhod ls
economlc ln Lerms of boLh Llme and money Some of Lhe organlzaLlon malnLaln a
flle appllcaLlons and senL a blodaLa by a [ob seeker 1hese serve as a very handy
as when Lhere ls vacancy ln Lhe organlzaLlon 1he advanLage of Lhls meLhod ls no
cosL lnvolved ln recrulLmenL Powever Lhe dlsadvanLages of Lhls meLhod of
recrulLmenL are non avallablllLy of Lhe candldaLes when needed cholce of
candldaLes ls resLrlcLed Lo a Loo small number
LVALUA1ICN CI Lk1LkNAL SCUkCLS
Llke Lhe lnLernal source of recrulLmenL exLernal sources are mlxed of advanLages
and dlsadvanLages
ADVAN1AGLS
Cpen process
8elng a more open process lL ls llkely Lo aLLracL a large number of
appllcanLs/appllcaLlon 1he ln Lurn wldens lL opLlon of selecLlon
Ava||ab|||ty of 1a|ented Cand|dates
WlLh Lhe large pool of appllcanLs lL becomes posslble for organlzaLlon Lo have
LalenLed candldaLes from Lhe ouLslde 1hus lL lnLroduces new blood ln Lhe
organlzaLlon
Cpportun|ty to Se|ect the 8est Cand|date
WlLh Lhe large pool of appllcanLs selecLlon process becomes compeLlLlve 1hls
lncreases prospecLs for selecLlon Lhe besL candldaLes
rov|des hea|thy compet|t|on
s Lhe exLernal members are supposed Lo be more Lralned and efflclenL WlLh such
a background Lhey work wlLh Lhe poslLlve aLLlLude and greaLer vlgor 1hls helps
creaLe healLhy compeLlLlon and conducLlve work envlronmenL ln Lhe organlzaLlon
DISADVAN1AGLS
Powever Lhe exLernal sources of recrulLmenL suffer from
cerLaln dlsadvanLages Loo Lhese are
Lxpens|ve and t|me consum|ng
1hls meLhod of recrulLmenL ls boLh expenslve and Llme
consumlng 1here ls no guaranLee LhaL organlzaLlon wlll
geL good and sulLable candldaLes
Unfam|||ar|ty w|th the Crgan|zat|on
s candldaLes some ouLslde Lhe organlzaLlon Lhey are
noL famlllar wlLh Lasks [ob naLure and Lhe
lnLernaLlonal scenarlo of Lhe organlzaLlon
D|scourage the Lx|st|ng Lmp|oyee
LxlsLlng employees are noL sure Lo geL promoLlon 1hls
dlscourages Lhem Lo do Lhe hard work 1hls ln Lurn bolls
down Lo decreaslng producLlvlLy of Lhe organlzaLlon