NMIMS September 2023 assignment solution for HRM

Sandeep has been asked to make a presentation to the HR department regarding the various sources of recruitment that are used by his IT Company. The company wants to understand which sources are the most effective and which ones are not. Help him answer the following questions:

a. Explain to him what are the different internal sources of recruitment available with the firm. Give examples. (5 Marks)

b. External sources of recruitment are also considered quite effective. Which sources did Sandeep discuss in this context? (5 Marks)

a. Internal sources of recruitment refer to filling job vacancies within the organization by considering current employees. These sources are advantageous as they promote employee growth, motivation, and loyalty. Here are some examples of internal sources of recruitment:

  1. Internal Job Postings: The company can post job openings on its internal job board or intranet, allowing employees to apply for positions that match their skills and interests. This promotes internal mobility and provides opportunities for career advancement. For example, Sandeep’s IT company may post a job opening for a senior software developer, allowing current developers to apply for the position.
  2. Employee Referrals: Employees can refer individuals from their professional network for job openings in the company. Referrals are valuable as employees often recommend candidates who align with the company’s culture and requirements. For instance, Sandeep’s colleagues may refer their former colleagues or acquaintances who possess the desired IT skills for open positions.
  3. Internal Talent Pools: Companies can maintain internal talent pools or talent databases that capture employee skills, qualifications, and career aspirations. When job openings arise, HR can search the talent pool to identify suitable internal candidates. Sandeep’s IT company may have a talent pool that includes information about employees’ expertise in programming languages, project management, or specific technology stacks.
  4. Promotions and Transfers: Internal promotions involve promoting employees to higher-level positions within the organization. Transfers involve moving employees laterally to different departments or locations. These methods provide growth opportunities for employees and encourage them to develop new skills. For example, Sandeep may have been promoted from a junior developer to a team lead role within his company.
  5. Succession Planning: Succession planning involves identifying and developing employees to fill key leadership or critical roles in the future. By evaluating the potential of current employees, the company can groom them for higher-level positions. Sandeep’s company may have a succession planning program in place to identify and develop future IT managers or department heads.

b. External sources of recruitment refer to attracting candidates from outside the organization. Sandeep may have discussed the following external sources:

  1. Job Advertisements: Companies can advertise job openings on various platforms such as job portals, company websites, social media, and print media. These advertisements reach a wide audience and attract candidates who are actively seeking employment. Sandeep’s company may have posted job ads on popular job portals or professional networking sites.
  2. Recruitment Agencies: Organizations can partner with recruitment agencies or headhunters to help them identify and screen potential candidates. These agencies have access to a wide network of professionals and can assist in finding qualified candidates for specific roles. Sandeep’s company may have engaged a recruitment agency to source candidates for senior-level IT positions.
  3. Campus Recruitment: Companies often visit educational institutions, such as colleges and universities, to recruit fresh graduates or students for internships. This allows organizations to tap into a pool of young talent and groom them for future roles. Sandeep’s company may participate in campus recruitment drives to hire entry-level software developers or interns.
  4. Professional Networking: Companies can leverage professional networking platforms like LinkedIn to connect with professionals in the industry. HR or hiring managers can directly approach individuals who possess the desired skills and experience. Sandeep’s company may use LinkedIn to identify and reach out to IT professionals with specific expertise for job openings.
  5. Job Fairs and Events: Participating in job fairs, industry conferences, or career events provides opportunities to meet and interact with potential candidates face-to-face. Companies can showcase their culture, job opportunities, and attract individuals interested in their industry. Sandeep’s company may attend IT job fairs or technology conferences to connect with potential candidates.

By considering a mix of internal and external sources, Sandeep’s IT company can ensure a diverse pool of candidates and increase the likelihood of finding the most suitable talent for their job vacancies.

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