Dear All,
I want to gain a deep knowledge about the internal recruitment process. I am required to make a presentation on how we can implement the same in our organization.
With regards,
Dimple Choudhary
From India, New Delhi
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I want to gain a deep knowledge about the internal recruitment process. I am required to make a presentation on how we can implement the same in our organization.
With regards,
Dimple Choudhary
From India, New Delhi
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Dear Dimple,
Some time ago, I came across the Policy on Internal Recruitment. The same is attached for your reference. I have not read it completely; therefore, I cannot offer any comments on the efficacy of the policy.
Thanks,
Dinesh V Divekar
Soft Skill Trainer & HR Consultant
From India, Bangalore
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8072Some time ago, I came across the Policy on Internal Recruitment. The same is attached for your reference. I have not read it completely; therefore, I cannot offer any comments on the efficacy of the policy.
Thanks,
Dinesh V Divekar
Soft Skill Trainer & HR Consultant
From India, Bangalore
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Dear Dinesh,
Thank you for the attachment you sent, but I still have some doubts. Let me present a situation. Suppose a company has a Sales Executive, A, who has recently been promoted to Senior Sales Executive. Subsequently, the company has posted an internal job opening for the role of Territory Manager. A has applied for this vacancy again.
Note: The company has an annual appraisal system where all employees (excluding new hires) are appraised in the same month every year. Should we consider him for this vacancy? If not, what should be the eligibility criteria for the applicants? If yes, what about the recent promotion he received? Can you please help me with the above-mentioned questions?
Thanks,
Dimple Choudhary
From India, New Delhi
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Thank you for the attachment you sent, but I still have some doubts. Let me present a situation. Suppose a company has a Sales Executive, A, who has recently been promoted to Senior Sales Executive. Subsequently, the company has posted an internal job opening for the role of Territory Manager. A has applied for this vacancy again.
Note: The company has an annual appraisal system where all employees (excluding new hires) are appraised in the same month every year. Should we consider him for this vacancy? If not, what should be the eligibility criteria for the applicants? If yes, what about the recent promotion he received? Can you please help me with the above-mentioned questions?
Thanks,
Dimple Choudhary
From India, New Delhi
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Hi Dimple,
I just couldn't wait till Dinesh's reply! :P I guess the position of a Territory Manager is more significant when compared to that of a Senior Sales Executive. If the person has just been promoted to the position of SSE, then he wouldn't be eligible for the role of TAM because he wouldn't have the necessary experience.
On the other hand, if the newly promoted SSE is best suited to be the TAM, then I guess the company could be a bit flexible with their policies, if any, and promote him to be the TAM.
Hope I don't sound confusing and a bit wacky!
Cheers! Anup
From India, Bangalore
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I just couldn't wait till Dinesh's reply! :P I guess the position of a Territory Manager is more significant when compared to that of a Senior Sales Executive. If the person has just been promoted to the position of SSE, then he wouldn't be eligible for the role of TAM because he wouldn't have the necessary experience.
On the other hand, if the newly promoted SSE is best suited to be the TAM, then I guess the company could be a bit flexible with their policies, if any, and promote him to be the TAM.
Hope I don't sound confusing and a bit wacky!
Cheers! Anup
From India, Bangalore
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Dear Dimple,
I read your reply to my posting. In fact, what you need to do is to create a well-designed recruitment manual. In this manual, you need to mention the job description, qualifications, experience, skills, knowledge (mandatory and desirable), etc. With this being done, posting job listings whether internally or externally will become much easier.
For internal candidates, in addition to all other factors, you need to consider the scores of the Performance Appraisal too. Giving a second promotion in a short span to a particular person sounds good, but there is another angle to look at as well. Other employees should not construe it as favoritism. Their misinterpretation may give birth to yet another problem.
As far as my personal view is concerned, I am not in favor of a second promotion in such a short span.
Thanks, Dinesh V Divekar
From India, Bangalore
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I read your reply to my posting. In fact, what you need to do is to create a well-designed recruitment manual. In this manual, you need to mention the job description, qualifications, experience, skills, knowledge (mandatory and desirable), etc. With this being done, posting job listings whether internally or externally will become much easier.
For internal candidates, in addition to all other factors, you need to consider the scores of the Performance Appraisal too. Giving a second promotion in a short span to a particular person sounds good, but there is another angle to look at as well. Other employees should not construe it as favoritism. Their misinterpretation may give birth to yet another problem.
As far as my personal view is concerned, I am not in favor of a second promotion in such a short span.
Thanks, Dinesh V Divekar
From India, Bangalore
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2-RECRUITMENT PROCESS-2.doc