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Internal Recruitment for Software Developer - Desklib

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Added on  2019-10-18

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This paper discusses the internal recruitment process for a software developer, including the roadmap, assumptions, targeted KSAOs, and internal recruitment strategy. The company should adopt a targeted recruitment strategy and follow a proper roadmap for the recruitment process. The importance of internal recruitment is highlighted. Subject: Human Resource Management, Course Code: HRM101, College/University: Not mentioned.

Internal Recruitment for Software Developer - Desklib

   Added on 2019-10-18

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Running head: INTERNAL RECRUITMENTInternal recruitmentSoftware developerStudent name:
Internal Recruitment for Software Developer - Desklib_1
INTERNAL RECRUITMENTIn this present paper, we will discuss the internal recruitment of software developer. We willdiscuss the roadmap of recruitment, assumptions, targeted KSAOs and internal recruitmentstrategy. Internal recruitment is defined as the process of recruiting employees through internalformal and informal resources. It provides some benefits over external recruitment. Therecruitment can be done through internal job boards, employee referral, promotions, andsupervisor referrals. The roadmap of internal recruitment firstly considers the mission a divisionof a company. The mission of a company is “connecting you everywhere”. The plan for internalrecruitment requires the following steps: First step is Recruitment planning in which frameworkof recruitment policy is created which addresses organizational and administrative issues(Hampson et al., 2015). The second step is Strategy development which is directed towardswhen, where and how to look for qualified internal candidates. Third step is searching of internalcandidate it includes the communication message and medium for the notification of jobvacancy. Fourth step is System development which is a process of developing a system to makea transaction to recruit the applicants. Fifth step is Consideration of legal issues which includesmainly three issues namely Affirmative action program regulations, the glass ceiling, and bonafide seniority system.The assumptions regarding this recruitment are that the position is urgent to fill as there arevarious activities concerning the software developer that are required to be done. Moreover, theassessment of the internal individuals will be done prior to recruitment. The budget for therecruitment is ample however time is limited therefore the major focus in towards the internalcandidates. As the company has started a new business in china thus they require an urgentsoftware developer. The company first assesses the candidate because the major work has comefrom customer’s referral. The company is having big budget and KROs are defined so thecompany will adopt targeted group recruitment. The software developer is required to double thesoftware count so that the new business in china and the existing business in Singapore arehanded successfully. The skilled software developer should be good at writing programs becausethey are very crucial, and bad programs are having a problem of bugs which directly impact onthe goodwill of a company. The reputation building is very necessary for the new business inchina. The main KSOs require the ability to work on different system applications, goodknowledge of Sys plus, review and analyzing capabilities. The internal recruitment strategy isrequired to locate viable internal job applicants. The strategy is conducted within the constraint1
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