internal and external recruitment

Effective succession plans will integrate both internal and external recruitment with internal development. It will do that by relying on comprehensive workforce planning that ties the organization's strategic objectives with the number and type (talents) of people required to achieve those results.

Internal recruitment is typically from two sources: job posting and management decisions.

Job posting is, of course, a planned recruitment method that relies on internal staffing. Employers make it a policy to post some or all of their positions so that present employees may apply (sometimes called "bid") for them. Employers guide their job posting program using a written company policy that describes which jobs will be posted, how the posting process will work, when jobs will be posted, and for what locations. Job posting programs also typically specify eligibility requirements because few employers want employees jumping to different jobs for small salary increases. Employees who can post for positions must usually have at least satisfactory performance and must have a minimum amount of company and job work experience.

Many organizations encourage promotions from within because managers feel that such a policy will improve employee morale and encourage retention. There are additional benefits as well. First, the organization that promotes from within can examine the track record of existing employees more easily than they can check the references and get reliable information on off-the-street hires. Second, the cost of promoting from within is often lower than hiring from outside because the employer saves on the expenses associated with interviewing, orienting, and training. The amount of time and work lost while external applicants are being reviewed is also reduced, and insiders usually know the company culture, customers, and even internal politics better than do outside applicants. And, of course, outside applicants may have trouble adjusting, which