Week 3 Project

Internal Recruitment

Although both external and internal recruiting processes require matching of organizational needs with needed Knowledge, Skills, Abilities and Other Characteristics (KSAOs), internal recruiting focuses on existing labor resources within the organization. Hierarchical and alternative mobility paths offer a map for employee movement by using KSAOs, organizational culture and workforce characteristics to determine who is eligible for movement in the organization.

When communicating the existence of a job opening, there are three approaches: realistic, branded, and targeted. Several methods are employed when an organization is searching for internal applicants. Job postings are usually posted on a bulletin board, on an organization’s intranet site or through e-mail. These postings contain the basic information for the job, job description and desired quali�cations, as well as, instructions on how to apply for the job. (Heneman, Judge, & Kammeyer-Mueller, 2015).

A talent management system is often part of a larger Human Resource Information System (HRIS) that can track employee information focusing on skill attainment, additional training, and competencies that employees bring to the job upon hiring and have attained throughout their employment at an organization. Many organizations have career development centers that can assist employees in determining the best career path within the organization and getting the needed training to �ll any knowledge or skill gaps present.

In internal recruitment, mobility can raise concerns about disparate impact and disparate treatment. Af�rmative-action oriented programs can increase women and/or minority representation in all positions within an organization. Actions such as keeping an inventory of skills and KSAOs of female and/or minority employees, ensuring that all evaluation criteria are fair and standardized among all employees and offering development training for employees with knowledge gaps can go a long way in ensuring a diverse workforce. (Heneman, Judge, & Kammeyer-Mueller, 2015).