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Question: Internal recruitment
Solution
In this present paper, we will discuss the internal recruitment of software developer. We will discuss the roadmap of recruitment, assumptions, targeted KSAOs and internal recruitment strategy. Internal recruitment is defined as the process of recruiting employees through internal formal and informal resources. It provides some benefits over external recruitment. The recruitment can be done through internal job boards, employee referral, promotions, and supervisor referrals. The roadmap of internal recruitment firstly considers the mission a division of a company. The mission of a company is “connecting you everywhere”. The plan for internal recruitment requires the following steps: First step is Recruitment planning in which framework of recruitment policy is created which addresses organizational and administrative issues (Hampson et al., 2015). The second step is Strategy development which is directed towards when, where and how to look for qualified internal candidates. Third step is searching of internal candidate it includes the communication message and medium for the notification of job vacancy. Fourth step is System development which is a process of developing a system to make a transaction to recruit the applicants. Fifth step is Consideration of legal issues which includes mainly three issues namely Affirmative action program regulations, the glass ceiling, and bona fide seniority system.
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The assumptions regarding this recruitment are that the position is urgent to fill as there are various activities concerning the software developer that are required to be done. Moreover, the assessment of the internal individuals will be done prior to recruitment. The budget for the recruitment is ample however time is limited therefore the major focus in towards the internal candidates. As the company has started a new business in china thus they require an urgent software developer. The company first assesses the candidate because the major work has come from customer’s referral. The company is having big budget and KROs are defined so the company will adopt targeted group recruitment. The software developer is required to double the software count so that the new business in china and the existing business in Singapore are handed successfully. The skilled software developer should be good at writing programs because they are very crucial, and bad programs are having a problem of bugs which directly impact on the goodwill of a company. The reputation building is very necessary for the new business in china. The main KSOs require the ability to work on different system applications, good knowledge of Sys plus, review and analyzing capabilities. The internal recruitment strategy is required to locate viable internal job applicants. The strategy is conducted within the constraint of general eligibility criteria for the flexibility in a process (DeVaro et al., 2013). It includes closed, open internal recruitment and targeted groups.
The company should adopt targeted recruitment strategy because it will help in focusing targeted segment within the organization who can be interested in this profile. This is likely to save our resources. The search is conducted outside the job posting system in which large applications are received which is shortlisted on the basis of KROs. HR council discusses the open positions and requirement of the profile of the company which helps to identify the right candidate internally. The targeted strategy is chosen over open and closed recruitment because the recruitment is for new business in china so the company will recruit a right candidate according to the KROs from within the company who understands the work culture. The advantages of targeted group include a personal approach to each applicant and it also facilitates in narrowing the pool of potential applicants which helps in concentrating the efforts of selecting eligible applicant. The recruitment sources include job postings, nominations, skills inventory, in-house temporary pool, employee referral, intranet and intra-placement, and replacement and succession plans. The communication message includes targeted, realistic and branded message. The realistic message is chosen for the recruitment of software developer because message includes a realistic view of job which considers the techniques require positive and negative aspects of the job. The realistic communication message helps in identifying the description of a vacant post but the message also includes negative aspect which is a disadvantage of realistic message (Wiegers et al., 2013).The medium for internal recruitment includes internal job posting, written document, informal system, potential supervisors and peers, recruitment brochures, advertisement, organizational websites, and others.
CONCLUSION
Sysplus should adopt targeted recruitment strategy for the internal recruitment of software developer. The company should adopt a proper roadmap for the recruitment process. Few actions need to be taken by the company includes proper consideration on strategy building because it is very crucial stage so the company should made a strategy according to the needs and requirements of a particular vacancy. The learning point from this process includes the importance of internal recruitment which helps in building the goodwill of a company.
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DeVaro, J., & Morita, H. (2013). Internal promotion and external recruitment: a theoretical and empirical analysis. Journal of Labor Economics, 31(2), 227-269.
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Hampson, L., Williamson, P., Wilby, M., &Jaki, T. (2015). Recruitment progression rules for internal pilot studies monitoring recruitment. Trials,16(2), 1.
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Wiegers, K., & Beatty, J. (2013). Software requirements.Pearson Education.
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