Human Resource Management: Internal Recruitment

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Introduction At Tennant Company, internal recruitment has become a high priority due to increasing organizational demands related to retaining talent, shrinking talent pools of experienced individuals, and a need to better leverage our existing talent’s knowledge, skills, and abilities. Tennant was forced to scale back external hiring initiatives, as many organizations were, during the tough economic times. At Tennant, this placed metrics at the forefront our business as budgets became increasingly important at all levels throughout the company. Due to heightened awareness and concerns surrounding budget dollars, Tennant’s HR team has been looking inside the organization as a way to reduce costs associated with recruiting, training and development, as well as a way to mitigate turnover and influence short and long-term retention goals. For the purposes of this paper, I will be highlighting internal recruitment practices presently used by Tennant Company, discussing their effectiveness, and offering recommendations for improvement going forward. Internal Recruitment Evaluation There are a variety of sources to consider when internally recruiting. Tennant’s main strategy is to reach as many people as possible. I feel this approach is a safeguarded attempt to ensure current employees do not get the impression or view the process as rigged, favored, or influenced. Tennant HR recruits for internal applicants throughout the company with sources that include: an intranet careers page, location-based bulletin boards, employee referral campaigns, and succession planning. The Tennant intranet career page is accessible to all active employees who have access to a computer. The intranet careers page is a real-time reflection of all... ... middle of paper ... ... “table”. Discussions around creative and simpler solutions that are also commonly a less expensive approach to talent acquisitions have impacted the business perceptions on HR’s ability to consult and partner. As the economy turns upwards, shrinking labor pools are forecasted, and baby boomers will be leaving the workforce. Tennant will need to gather, assess, and learn a lot from metrics and how different recruitment sources being used to impact the business in order to manage turnover and control costs. Additionally, the future development of alternative approaches such as clear succession planning will better position the Tennant Company with a plan and strategy toward successful internal recruitment practices. Works Cited Heneman, H.G., Judge, T.A., and Kammeyer-Mueller, John D. (2012) Staffing Organizations, Seventh Edition. Boston, MA: Irwin McGraw-Hill.

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