Questionnaire for the Recruiters to test the effectiveness of Internal recruitment

1. Do you permit employees to apply for cross department post? A. Yes B. No C. May be

2. What is the average time of response from the candidates? A. Less than 1 week B. 1 week C. More than 1 week

3. Are there rewards for employees referring to new candidates ? A. Yes B. No C. May be

4. Is Internal Recruitment used for all position? A. Yes B. No C. May be

5. Which is the most effective source of Internal recruitment?

a. IJP b. Promotion

c. d.

Reference Ex.employees

6. What are the means adapted to bring back the ex employees? A. Calling B. Mail

C. Awareness through Ads D. Information from exsisitng empolyess

7. Can Internal recruitment be used to fill all the positions? A. Yes B. No C. May be

8. In your Opinion which is more effective at Integra

a. Internal Recruitment b. External Recruitment c. Both

9. Is training required for those recruited through internal recruitment? A. Yes B. No

C. May be

10. Is Internal recruitment used for immediate requirement? A. Yes B. No C. May be

11. Do you think internal recruitment is feasible and cost effective for the organization? A. Yes B. No C. May be

12.What type of Interview is conducted for Internal recruitment a. Patterned b. Stress c. Depth d. Structured e. Others

13. What is the weightage given out of 100% Written test System Test Technical Interview HR Interview

14. Are you satisfied with the Performance of the employees selected thorugh internal recruitment A. Yes B. No C. May be

15. Parameters for Internal Selection Experience Skills Knowledge / intelligence Aptitude All the Above

QUESTIONNAIRE FOR EMPLOYEES

1. Are you aware of the Internal Recruitment Policy of Integra? A. Yes B. No C. Not sure

2. Are you satisfied by the internal recruitment policy of the company?

A. Yes B. No C. Not sure

3. Does Internal recruitment help in Job motivation? A. Yes B. No C. Not sure

4. Is the Internal recruitment process explicit? A. Yes B. No C. Not sure

5. Are you aware of the Internal recruitment process? A. Yes B. No C. Not sure

6.

Before you apply for Internal Job Posting are you briefed or informed about the nature of job or position applied? A. Yes B. No C. Not sure

7. Does the test help you identify you area of interest?

A. Yes B. No C. Not sure

8. Which do u think is most effective source of Internal recruitment?

a. Internal Job Posting b. c. d. Promotion Ex employees Reference

9. Are you financially motivated through internal recruitment? A. Yes B. No C. Not sure

10.Do you think there is any discrimination in the internal recruitment process ? A. Yes B. No C. Not sure

11.Are you open to accept people being promoted to senior positions than an experienced person being recruited from outside the same position? A. Yes B. No

C. Not sure

12.Do you think Internal recruitment tests are good enough to test you job related abilities? A. Yes B. No C. Not sure

13.When an Internal Job selection relevant to you stream is advertised do you apply for it? A. Yes B. No C. Not sure

14.What kind of test were administered to you for selection?

a. Aptitude b. c. d. work sample test Situation test Psychological test

e. Others

The term internal recruitment is defined as the practice of choosing amongst current companyworkers to fill a position that falls vacant over time. The vacancy could sometimes be advertised throughout a company; this could be on the company's monthly or quarterly job-sheet. Most institutions of higher learning use this practice. The practice is evoked occasionally when a company's employee has been rendered redundant in their current post, and oftentimes it's a way used to promote a certain company employee sideways other than up the firm. Internal recruitment is often resorted to as a way of saving money that could be spent through advertisements and also to cut on training costs that an outside employee would need to become familiar with the system. Internal vacant positions are advertised in various ways, it could be done through an internal job sheet, the company's notice board or through the company's intranet - this is the type of website whose viewing is limited to the organizations members. Others companies have company magazines that they use for advertisement purposes while others may use staff meetings - this could be used when an organization wants to advertise the vacant position to a specific group of employees. Advantages of internal recruitment are more than just cutting on advertisement costs because it offers wonderful opportunities for the current staff to further their careers. Internal recruitment could also be a great way of keeping workers who may have been considering a flight from the company, this is advantageous because the cost of training are at most best insignificant and to the worst much less than it would cost if the organization advertised outside. It's definitely faster and less costly than outside recruitment and it has the added merits because current employees are a familiar entity. Some organizations conduct external recruitment only to discover later that they have a member of staff who doesn't fit into the general environ and the mission and vision statement of the organization. The disadvantage of internal recruitment is that the size of prospective applicants is considerably reduced. There is no doubt that outside recruitment provides the organization with a broader skill pool and wider experience than could be the case with internal recruitment. A staff member who responds to the internal advertised position and gets the job might discover that their workmates resent that promotion and that could prove very challenging for them in their newfound positions. If a company does its recruitment internally, It most probably faces the possibility of having another empty position to fill, and of how to do that. Organizations that heavily rely on inside recruitment might eventually find that they have to advertise outside the organization, the cost notwithstanding. Current staff may fill to be the best candidates for the position regardless of whether they have the necessary expertise and expertise required for the job.

A manager can recruit in two different ways: 1.Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. ADVANTAGES -Cheaper and quicker to recruit -People already familiar with the business and how it operates -Provides opportunities for promotion with in the business can be motivating -Business already knows the strengths and weaknesses of candidates ---------------------------------------------------------------------DISADVANTAGES -Limits the number of potential applicants -No new ideas can be introduced from outside the business -May cause resentment amongst candidates not appointed -Creates another vacancy which needs to be filled ================================================ The four most popular ways of recruiting internally are: 1.WORD OF MOUTH. 2.INTERNAL REFERRALS. 3.INTERNAL CIRCULARS/ NEWLETTERS. 4.INTRANET. ================================================== 2.External recruitment is when the business looks to fill the vacancy from any suitable applicant outside the business. ADVANTAGES -Outside people bring in new ideas -Larger pool of workers from which to find the best candidate -People have a wider range of experience ----------------------------------------------------------------------DISADVANTAGES -Longer process -More expensive process due to advertisements and interviews required -Selection process may not be effective enough to reveal the best candidate =================================================== The four most popular ways of recruiting externally are: Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use. Job advertisements - Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how far away people will consider applying for the job Recruitment agency - Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as head-hunters. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment Personal recommendation - Often referred to as word of mouth and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost.

The term internal recruitment is defined as the practice of choosing amongst current companyworkers to fill a position that falls vacant over time. The vacancy could sometimes be advertised throughout a company; this could be on the company's monthly or quarterly job-sheet. Most institutions of higher learning use this practice. The practice is evoked occasionally when a company's employee has been rendered redundant in their current post, and oftentimes it's a way used to promote a certain company employee sideways other than up the firm. Internal

recruitment is often resorted to as a way of saving money that could be spent through advertisements and also to cut on training costs that an outside employee would need to become familiar with the system.

Internal vacant positions are advertised in various ways, it could be done through an internal job sheet, the company's notice board or through the company's intranet - this is the type of website whose viewing is limited to the organizations members. Others companies have company magazines that they use for advertisement purposes while others may use staff meetings - this could be used when an organization wants to advertise the vacant position to a specific group of employees. Advantages of internal recruitment are more than just cutting on advertisement costs because it offers wonderful opportunities for the current staff to further their careers. Internal recruitment could also be a great way of keeping workers who may have been considering a flight from the company, this is advantageous because the cost of training are at most best insignificant and to the worst much less than it would cost if the organization advertised outside. It's definitely faster and less costly than outside recruitment and it has the added merits because current employees are a familiar entity. Some organizations conduct external recruitment only to discover later that they have a member of staff who doesn't fit into the general environ and the mission and vision statement of the organization.

The disadvantage of internal recruitment is that the size of prospective applicants is considerably reduced. There is no doubt that outside recruitment provides the organization with a broader skill pool and wider experience than could be the case with internal recruitment. A staff member who responds to the internal advertised position and gets the job might discover that their workmates resent that promotion and that could prove very challenging for them in their newfound positions. If a company does its recruitment internally, It most probably faces the possibility of having another empty position to fill, and of how to do that. Organizations that heavily rely on inside recruitment might eventually find that they have to advertise outside the organization, the cost notwithstanding. Current staff may fill to be the best candidates for the position regardless of whether they have the necessary expertise and expertise required for the job.

manager

can

recruit

in

two

different

ways:

1.Internal recruitment is when the business looks to fill the vacancy from within its existing workforce. ADVANTAGES -Cheaper -People -Business already already and familiar knows with the quicker the strengths business and to and how of recruit it operates candidates

-Provides opportunities for promotion with in the business can be motivating weaknesses ---------------------------------------------------------------------DISADVANTAGES -Limits -No -May -Creates The four new cause another most the ideas number can resentment vacancy popular be of introduced amongst which ways OF CIRCULARS/ of potential from candidates needs recruiting to outside not be internally applicants the business filled are: MOUTH. REFERRALS. NEWLETTERS. appointed

================================================ 1.WORD 2.INTERNAL 3.INTERNAL 4.INTRANET. ================================================== 2.External recruitment is when the business looks to fill the vacancy from any suitable applicant outside ADVANTAGES -Outside -Larger -People pool people of have workers a bring from wider which in to range find new the of best ideas candidate experience the business.

-----------------------------------------------------------------------

DISADVANTAGES -Longer -More advertisements expensive and process process interviews due to required

-Selection process may not be effective enough to reveal the best candidate =================================================== The four most popular ways of recruiting externally are: Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use. Job advertisements - Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed (i.e. how far away people will consider applying for the job Recruitment agency - Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as head-hunters. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment Personal recommendation - Often referred to as word of mouth and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost.