Thursday 18th of July 2024

Internal Recruitment and Its Impacts on Employee Psychology

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In any types of organization, there is a need of Human resource department. The importance of this department is, hire a right people to the right place. This department consider as the backbone of an organization. Like any other department in an organization, HRM has the toughest job. The term Recruitment refers to the processes of identifying, attracting, interviewing, selecting, hiring and onboarding employees from different internal and external sources. Internal recruitment refers to the processes of identifying, attracting, interviewing, selecting, hiring and onboarding employees from different internal sources.

Internal recruitment is the process of filling vacancies and job openings within an organization from candidates belonging to only the existing workforce. But there are some purposes which plays strong roles behind company’s decision to go for Internal Recruitment instead of public job openings for a particular position. In the following discussion, I have attempted to find the feasible purposes for an organization going for Internal Recruitments. An external recruitment process is more expensive than an internal recruitment process from multiple sectors. The most popular method of Internal Recruitment is Promotion.

Internal Recruitment requires significantly lower Hiring time and Costing’s. Compared to external recruitment, which requires an organization to start the whole procedure with fresh faces that the organization knows nothing about, Internal Recruitment methods provides a comfortable situation where the organization is already familiar with the candidates for job opening. The continuous process of Internal Recruitments can create resentment among employees and managers of an organization. Employees who were considered for a role could suffer from a feeling of resentfulness if a colleague of him/her or an internal candidate is eventually hired in a different or upper position. Promotions are seen as prizes where employees compete for. Hierarchical mobility paths help to identify where to look for applicants in the organization. It is a very straightforward system, but it lacks flexibility w hitch can inhibit finding the best match. The emphasis here is on the movement in the organization in any direction, up, down, and side to side. In the hierarchical mobility paths the goals is to achieve a position with ever-higher status, while the goal of alternative mobility paths is that each employee is continuously learning and can make the greatest contribution to the organization. Many organizations use the alternative mobility path.

The term ‘Employee psychology’ is the study of the mind and behavior of the employees of an organization. It deals with the reasons behind the behavior of an employee in a particular way associated with his/her respective job. The study of ‘Employee Psychology’ is considered as very beneficial for the management of the organizations who are employers as it gives them insights into dealing with different types of personalities of employees more effectively and efficiently. Now days, study of Employee Psychology has become an important part of modern-day Human resource management as it helps the HR professionals to classify employee behavior into predicable patterns from which organizations can identify the best ways of dealing with individual employees. Internal Recruitment has significant impact on Employee Psychology of a particular organization. Mostly the impacts are positive and sometimes the impacts become negative. But a large number of organizations are implementing Internal Recruitment policies due to the advantages and positive impacts on internal recruitment. I will be discussing the impacts of Internal Recruitment on Employee Psychology based on widely renowned personality types of employees:

The Judgers: This type of employee personalities is mostly ambitious, determined, organized and decisive. They keep a to-do list, calendar, and set reminders to keep track of deadlines. This type of employees usually remains supper serious regarding their responsibilities usually takes competitions seriously too.

Perceivers: This type of personality is actually a counter balance to a Judger. Perceivers will always be more adaptable to cultural change, are more open-minded and spontaneous. Internal Recruitment mostly impacts positively on the commitment and job satisfactions of the perceivers also. As they are open minded, they do not feel jealous on their colleagues even if they have lost a lucrative job opportunity. The management can motivate them through having open conversations with them and provide them the opportunity to march forward with their career through Succession planning.

Extraverts: Extraverts are people with expressive attitude, lively and outgoing traits. They always look for high level of interactions. Their quick-witted energy is proven to be beneficial during team collaboration and brainstorming. Extraverts always look for ways to interact with their co-workers. Internal Recruitment methods can also have positive impacts on Extraverts but sometimes, they can suffer from boredom through working in the same organization for longer periods of time. The management can motivate an extravert in charge of leading the discussion on a team project.

Introverts: Employees with this type of personality always prefer to work independently and use to be reserved and focused. In most cases, Introverts hesitate to join in group activities and they do not perform outstandingly in group works. Employees with this type of personalities remains in the highest risk of suffering from negative impacts of internal recruitment. Introvert feels motivated when they think the management has provided them enough personal spaces in works.

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