The issue of hiring staff is a key issue for any organization that is committed to long-term existence in modern conditions of a market economy. A well-selected team of employees is the key to success, because in the course of performing their duties professional staff will make fewer mistakes than people who took a job due to a coincidence or due to poor selection.
In the process of work, the management may have questions: what are the sources of internal hiring of labor, is there any sense in using these reserves, or is it better to take a person from the outside. The article below will answer it in full, and will also talk about all the advantages of internal hiring, methods and technologies for selecting employees.
Benefits of Domestic Hiring
Each organization independently determines the methods and sources of searching for candidates for open vacancies. However, before embarking on a staff selection process, the advantages and disadvantages of an internal source of recruitment should be examined and compared. Of course, you need to start with the advantages.
The advantages of internal sources of hiring include primarily the fact that the organization allows its employees to climb the corporate ladder. This key point gives employees a chance to prove themselves and deservedly receive an increase, which in turn allows us to generally increase loyalty in the enterprise.
The next advantage of internal sources of recruitment is an increase in the level of people's attachment to the company. Promotion of a person in the service or his transfer to another, more suitable position for him, allows a particular employee to feel gratitude towards management and organization, which in a particular case leads to attachment, and in general to a decrease in staff turnover.
Also, the advantages of internal sources of employment include improving the psychological climate. If the organization considers the employee’s candidacy and deservedly promotes him, the staff, feeling fairness, experiences certain positive emotions.
Another advantage is that when searching and selecting candidates for a vacant position, you do not have to use additional material costs, for example, advertising in newspapers, on television or radio. In addition, it is possible to avoid the increase in the cost of wages of qualified employees hired from outside, which could express a desire to receive a larger salary.
The advantages of internal sources of employment include the fact that the organization knows its employees well. The personnel manager can familiarize himself with the personal files of each employee and communicate with the line manager to determine the feasibility of transferring him to another position. It is important that this advantage has a downside. Each employee who has passed the adaptation period knows his company well, is guided by the organizational structure, understands the basic beliefs of management, etc. This makes it possible to avoid time-consuming studies of the above points, which would be required if third-party applicants were involved.
The advantages of internal sources of hiring include the fact that when an employee is transferred to any other position, the old one is released and a younger specialist can take it, which leads to a constant movement of personnel. Such a process is a good indicator for any organization, since in the process of moving up the career ladder a person has the opportunity to gain experience at each of its steps.
In addition to the main advantages of the abovementioned internal sources of recruitment, they highlight a high level of controllability in the personnel situation, increased labor productivity and increased motivation, as well as the possibility of advanced training for employees.
Disadvantages of internal selection
In the process of internal hiring, each manager will have to face such shortcomings of this process as:
- Limited recruitment options.
- There is a risk of competition within the team.
- The risk of the emergence of familiarity.
- Quantitative requirements for closing vacancies are absolutely not satisfied.
Based on the current situation and knowing all the advantages of internal sources of hiring and their shortcomings, each manager or personnel manager can decide which option to resort to him today and now.
Preparation for internal selection
In the preparation process, two key aspects are considered - determining the need for a position and compiling a list of requirements for a candidate. The quality of the training provided on the whole determines how the further search for candidates will go.
The requirements that the organization puts forward to a person who occupies a certain position must fully comply with his future functional responsibilities. If the position is introduced from scratch, then preparation for the internal selection of personnel should begin precisely with the definition and approval of functional and job responsibilities.
Criteria for evaluation
After the preparation has been completed, it is necessary to determine the criteria by which the employee will be evaluated. To do this, draw up the criteria in such a way that they can be conditionally divided into mandatory and secondary, professional and personal.
After all stages of the internal selection of personnel have been completed, the number of those requirements that the employee satisfied must be compared.
Internal selection technology
Unlike the external one, the internal search for candidates differs in that the number of stages during the selection is significantly reduced. However, it is strongly discouraged to exclude the following steps:
- The study of an autobiographical certificate and questionnaire, which were filled out by a person upon admission to the organization, as well as other documents that are present in the personal file.
- Communication with line managers to determine the most suitable candidates.
- A conversation during which the candidate is asked pre-prepared questions and the answers are analyzed, based on which a preliminary conclusion is made.
- Testing that can be done during a conversation. This stage makes it possible to analyze the basic business qualities of a person and compare them with the requirements for the position.
- Medical checkup. If the profession requires heavy physical labor, this stage is very important, since by determining the level of compliance of the candidate with all requirements, possible problems can be avoided.
Rating
After all aspects of the internal selection of personnel have been observed, it is necessary to analyze the entire event and give it an assessment, on the basis of which a result is summed up and a person who takes a vacant position is determined.
The HR manager prepares a report on the implementation of the personnel selection process by internal sources. It provides information on suitable candidates. In conclusion, the final decision is made on the promotion of a particular person or on his transfer to a friend, a more suitable position for him.
Conclusion
Often organizations underestimate their internal human resources, which can lead to unnecessary waste of time and material resources for the selection and employment of new personnel. Proper personnel administration saves the company money and promotes its employees on the career ladder, thereby simultaneously solving several problems: social, psychological, organizational and economic.