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Is the process of generating a pool of candidates from which to select the appropriate person to fill a job vacancy. Typically, the recruitment process involves identifying a job vacancy, specifying the requirements of the job (job description) and the skills needed to perform the job competently ( person specification), deciding on the appropriate method of application, choosing the appropriate method of advertising the vacancy, and devising the procedures for dealing with applications. Whilst the terms recruitment and selection are frequently used together, they constitute different stages in the overall process of employee resourcing (see selection). External recruitment is the process of attracting applicants for a vacancy from the available pool of labour outside the organization (the external labour market). Internal recruitment is the process of filling a job vacancy through promotion or transferring an existing employee within the organization (the internal labour market). In practice, when a job vacancy arises, many organizations allow both internal and external applications (see also extended internal labour market). Internal recruitment is particularly important in ensuring there are career opportunities within an organization. In this way, an organization can seek to retain its valued and high-performing employees by providing a career structure. However, recent trends towards flat structures and delayering have reduced promotion opportunities and forced employees to think more about lateral career moves within the organization. [See employer branding, employer-of-choice, and war for talent.]

Subjects: Human Resource Management.

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