sed to legally get hold of an adequate number of qualified individuals at the right place and time so that the people and the organization can select each other in their interests. This means that the recruitment process gives the organization a number of potentially qualified job candidates from which employers can make well judged selection to fill available jobs (Dessler, 2002).
Recruitment might be carried out through internal or external sources. In instances when internal recruitment does not generate the number or quality of staff needed, the organization has to recruit from external sources (Community for human resource management, 2008).
Internal recruitment is recruitment which takes place in the organization. It is the hunt for in-house personnel who have the skills and attitudes to accomplish the requirements needed and to facilitate the organization attain its goals. Internal vacancies can be promoted within the business through staff notice boards, intranets (website whose viewing is limited to the organizations members), in-house magazines, newsletters and staff meetings.
In case of internal recruitment, employees are transferred from one department to another based on their competence and knowledge. The can also be promoted from one department to another with additional benefits and greater responsibility according to his or her competence and skill. This can be done through job postings which is advertising a vacant position to employees and mentioning its requirements. Upgrading or demotions are another example of internal recruitment. Retired and retrenched employees may also be recruited once again if there is a scarcity of competent personnel or the work load increases. Recruitment of such individuals saves time and costs of the organization as they are previously conscious of the organizational set up and the regulations. The dependents and relatives of deceased employees and disabled employees are also employed by numerous organizations