6 9 Maintain a pre-screened applicant pool Organizations can delay hiring until staff vacancies reach crisis proportions.

Theythen initiate a recruitment process that is designed to bring new employees on boardas soon as possible. The unfortunate result is hiring employees who meet theminimum requirements, but nothing more . Have a pool of pre-screened, interviewed applicants always available to be called for interview with the hiring supervisor. When using this approach, its important tominimize the amount of time between the initial interview and the second interview to prevent top-quality applicants from being hired elsewhere.Human Resources will need to do continuous recruiting and screening, even whenthere are no current vacancies . Re-employment of ex-employees Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointedto fill vacancies in the concern. There are situations when ex-employees provideunsolicited applications also. PROCESS OFCOODUCTING INTERNAL RECRUITMENT:Internal vacancies are usually advertised within the business via a variety of media: OnboardingOnboarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps newemployees become fully operational quickly and is often integrated with a newcompany and

environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retaintop talent that is new to the company, campaigns may last anywhere . Staff notice boards - notice boards are such places in any organisation or institution,which are surely looked upon at least once in a day by an employee and thecontent written on it is discussed in the groups thus if vacancies are displayed in thenotice boards then they would come in the notice of entire organisation and they canthink of any of the above options if possible for them. Staff notice boards aregeneraaly not applicable for the middle or managerial level jobs rather they are proved to be a good sorce of recruitment in cae of lower level of executive level jobs. N otice 2 posts in the finance department are

available a a vacancy.all the employees are notified here to refer 2 candidates .in case

the reffered candidates are selected ,the employee w ould get necessary benefits. Q ualificationB .com W ORK

EXPERIENCE 1 2 years F or more details kindly contact surendra kumar ( finance manager)

7 0 keep and sift again through previous applications:= a database is maintainedof all the prevous applixations and whenevr the need is felt these peole are alsocontacted. Intranets -companies generally have wi-fi service or intranet to communicate withinthe sphere of organisation .nowadays this is the most in use method in the currentsenerio of internet .today people opt for internet better for the job offers than anyother option - In-house magazines / newsletters ( for example, Emap, a major publishing business) have a weekly staff magazine devoted solely to advertising jobs within theorganisation-some organisation also have their own magazines which are published ina month,a weak or on daily basis..these newsletters or magazines contains all theevents ,news related to the organizationStaff meetings - if vacancy is there or company is planning to open any more plantor diversify its business ,want to add any more dapartments .then these are discusseddirectly in a staff meeting.where we can have repreentatives of different dapartmentswho can suggest the best

method of recruitment,suggest any references or any other options likely to be pondered upon .There are sound reasons for recruiting from sources within theorganisation:

The ability of the recruit is known so it is easy to assess potential for the nextlevel. By contrast, assessments of external recruits are based on less reliablesources, such as references, and relatively brief encounters, such as interviews.

i nsiders know the organisation, its strengths and weaknesses, its culture and,most of all, its people.

Promotions from within build motivation and a sense of commitment to theorganisation. Skilled and ambitious employees are more likely to becomeinvolved in developmental activities if they believe that these activities willlead to promotion.

Internal recruitment is cheaper and quicker than advertising in various mediaand interviewing outsiders . Time spent in training and socialisation is alsoreduced.Gives existing employees greater opportunity to advance their careers in the business

May help to retain staff who might otherwise leave

Requires a short induction training period

Employer should know more about the internal candidate'sabilities (= a reduced risk of selecting an inappropriatecandidate)

Usually quicker and less expensive than recruiting from outside 7 1 The image cannotbe displayed. Yourcomputermay nothave enoughmemory to openthe image, orthe image may have beencorrupted. Restartyourcomputer, and thenopenthe file again. If the red xstillappears, youmay have to delete the image and theninsertitagain.

6 9 Maintain a pre-screened applicant pool Organizations can delay hiring until staff vacancies reach crisis proportions. Theythen initiate a recruitment process that is designed to bring new employees on boardas soon as possible. The unfortunate result is hiring employees who meet theminimum requirements, but nothing more

. Have a pool of pre-screened, interviewed applicants always available to be called for interview with the hiring supervisor. When using this approach, its important tominimize the amount of time between the initial interview and the second interview to prevent top-quality applicants from being hired elsewhere.Human Resources will need to do continuous recruiting and screening, even whenthere are no current vacancies . Re-employment of ex-employees Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointedto fill vacancies in the concern. There are situations when ex-employees provideunsolicited applications also. PROCESS OFCOODUCTING INTERNAL RECRUITMENT:Internal vacancies are usually advertised within the business via a variety of media: OnboardingOnboarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps newemployees become fully operational quickly and is often integrated with a newcompany and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retaintop talent that is new to the company, campaigns may last anywhere . Staff notice boards - notice boards are such places in any organisation or institution,which are surely looked upon at least once in a day by an employee and thecontent written on it is discussed in the

groups thus if vacancies are displayed in thenotice boards then they would come in the notice of entire organisation and they canthink of any of the above options if possible for them. Staff notice boards aregeneraaly not applicable for the middle or managerial level jobs rather they are proved to be a good sorce of recruitment in cae of lower level of executive level jobs. N otice 2 posts in the finance department are available a a vacancy.all

the employees are notified here to refer 2 candidates .in case the reffered candidates are

selected ,the employee w ould get necessary benefits. Q ualificationB .com W ORK EXPERIENCE 1 2 years F

or more details kindly contact surendra kumar ( finance manager)

0 keep and sift again through previous applications:= a database is maintainedof all the prevous applixations and whenevr the need is felt these peole are alsocontacted. Intranets -companies generally have wi-fi service or intranet to communicate withinthe sphere of organisation .nowadays this is the most in use method in the currentsenerio of internet .today people opt for internet better for the job offers than anyother option - In-house magazines / newsletters ( for example, Emap, a major publishing business) have a weekly staff magazine devoted solely to advertising jobs within theorganisation-some organisation also have their own magazines which are published ina month,a weak or on daily basis..these newsletters or magazines contains all theevents ,news related to the organizationStaff meetings - if vacancy is there or company is planning to open any more plantor diversify its business ,want to add any more dapartments .then these are discusseddirectly in a staff meeting.where we can have repreentatives of different dapartmentswho can suggest the best method of recruitment,suggest any references or any other options likely to be pondered upon .There are sound reasons for recruiting from sources within theorganisation:

The ability of the recruit is known so it is easy to assess potential for the nextlevel. By contrast, assessments of external recruits are based on less reliablesources, such as references, and relatively brief encounters, such as interviews.

nsiders know the organisation, its strengths and weaknesses, its culture and,most of all, its people.

Promotions from within build motivation and a sense of commitment to theorganisation. Skilled and ambitious employees are more likely to becomeinvolved in developmental activities if they believe that these activities willlead to promotion.

Internal recruitment is cheaper and quicker than advertising in various mediaand interviewing outsiders . Time spent in training and socialisation is alsoreduced.Gives existing employees greater opportunity to advance their careers in the business

May help to retain staff who might otherwise leave

Requires a short induction training period

Employer should know more about the internal candidate'sabilities (= a reduced risk of selecting an inappropriatecandidate)

Usually quicker and less expensive than recruiting from outside 7 1 The image cannotbe displayed. Yourcomputermay nothave enoughmemory to

openthe image, orthe image may have beencorrupted. Restartyourcomputer, and thenopenthe file again. If the red xstillappears, youmay have to delete the image and theninsertitagain.