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Planning and strategic decisions about recruiting include both internal and external recruiting. There are various internal sources of recruiting that work effectively to accomplish the targeted organizational goals. As Buford, Bedeian & Lindner (1995) & Zoller (1996) define, “recruiting is the process of generating a sufficiently large group of applicants from which to select qualified individuals for available jobs” and apart from the external sources including media advertising, walk-ins, public and private employment agencies, educational institutions, state agencies, government programs, direct recruiting (Lindner & Zoller), there are internal sources that are effective. These internal sources of recruiting include employee referrals and internal job postings (Lindner & Zoller). Good, experienced, trained and hard working employees when make referrals, organizations must feel obliged. This is because, employee referral is one internal source that has so far proved quite effective in the recruiting procedure worldwide. Employee referrals minimize the work load and share the responsibility with the management which otherwise remains solely responsible for recruiting the right people at the right time (Lindner & Zoller). What makes this internal source effective is the reason that those applicants that are referred by the working employees have a clearer picture of the organizational expectations, aims and vision and can shape their expectations from the organization and their duties accordingly in a better fashion than applicants that are recruited directly through other sources (Lindner & Zoller). Another very effective internal source of recruiting is internal job postings. Vacancies year round can be filled in by the working as well as the deserving employees that can be found, located and analyzed internally through the application of performance appraisal. “These vacancies may represent promotions (upward moves) or transfers (lateral moves). Posting and circulating notices of vacancies maximizes employee awareness of job openings. The notice should include such items as title, department, job summary, qualifications, and salary and should be placed on bulletin boards, announced in meetings, and otherwise communicated to employees” (Lindner & Zoller). Thus, this internal source of recruiting remains effective to date as it involves internal inspection and review of the working employees without having to tap the external sources.

Interviewing is one of the principal elements of recruiting and obviously the most crucial of all. Both the interviewer as well as the interviewee need to be well-prepared, focused, confident and most of all considerate and well- informed. However, an interviewer must have a clear knowledge what he or she can and must or should ask. The kinds of questions depend basically on the types of interviews. There are roughly and generally three kinds of interviews that classify the types of questions that an interviewer can ask the applicant during the process of recruitment (Insurance Staffing Consultants Inc). These types include: (Insurance Staffing Consultants Inc.)

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