Internal Recruitment Research Articles

Effect of Succession Planning on the Sustainability of Family Owned Businesses Evidence From Plateau State, Nigeria

The study examines the impact of succession planning (SP) on the sustainability of family-owned businesses (FOBs) within Plateau State, Nigeria. A quantitative research methodology was employed utilizing a survey design. Data were gathered from 293 FOBs in Plateau State through structured questionnaires. Multiple regression analysis was used to examine the variables and validate the hypotheses. The findings indicated that the engagement of successors in business management (β = .378, t = 2.081, p = 0.038), the training of successors (β = .378, t = 3.520, p = 0.001), and organizational culture (β = .367, t = 3.813, p = 0.000) exhibit a positive association with the sustainability of FOBs. Conversely, internal recruitment (β = .024, t = .213, p = .813) and the successor's work fit (β = - .089, t = - 801, p = .424) do not show a significant positive relationship with the sustainability of FOBs. This research contributes to the existing body of literature by providing empirical evidence regarding the efficacy of succession planning in promoting the sustainability of FOBs in Nigeria through the frameworks of generational theory and socio-emotional wealth theories. The results substantiate the generational theory's assertion that family enterprises prioritize legacy and continuity across generations. Additionally, the socio-emotional wealth theory is supported, as FOBs value non-economic aims, encompassing family harmony and the integrity of their business reputation.

Can product specialization improve the internationalization level of enterprises? Empirical evidence from “SRDI” enterprises

AbstractCultivating “SRDI” (abbreviation for “Specialized,” “Refinement,” “Differential,” and “Innovation”) enterprises can help solve the current “bottleneck” problems faced by China, enhance the stability and competitiveness of the industrial chain and supply chain, and promote high‐quality economic development. Using the “SRDI” enterprises listed in Shanghai and Shenzhen A‐shares in 2011–2021 as samples, this paper empirically tests the effect of product specialization on the internationalization level of “SRDI” enterprises. The results show that the product specialization of “SRDI” enterprises can significantly improve their internationalization level. Heterogeneity analysis shows that under the conditions of executives with overseas experience, a low degree of financing constraint, and fierce competition in the product market, the product specialization of “SRDI” enterprises has a more significant effect on improving their internationalization level. Therefore, China's “SRDI” enterprises should focus on the core business, give full play to the advantages of specialized operation, actively promote the internationalization strategy, and attach importance to the internal training and external recruitment of overseas executives. Governments at all levels should improve the policy support system, strengthen the incentive mechanism of scientific and technological innovation, and alleviate the financing constraints of “SRDI” enterprises.

Effects of Perforations on Internal Cathodic Protection and Recruitment of Marine Organisms to Steel Pipes

Effects of Perforations on Internal Cathodic Protection and Recruitment of Marine Organisms to Steel Pipes

Influence of Job Analysis on Employee Performance in Private Hospitals of Kisii County-Kenya

Purpose: This research aims to examine the impact of job analysis on employee performance in the private hospitals of Kisii County. Even though the hiring procedures in these hospitals are strict, some of the employees working in these hospitals have been found to be performing poorly and have various challenges such as low morale, high turnover rate and poor performance. Methodology: The study adopted the use of a cross-sectional descriptive survey which was used to collect detailed information about he under-study issue, the practice of job analysis and its impact on worker productivity in Kisii County hospitals. The researcher adopted a descriptive study design, and the data for the study was collected from 108 healthcare professionals and administrators from different private hospitals in Kisii County. The collected data was then analysed using SPSS Version 24. The results were then represented tables and graphs for easy analysis. Descriptive and inferential statistics highlighted the effects of job analysis on employees’ performance. Results: The results of the study indicate that external recruitment excels with the highest mean score as can be seen by the respondents who view it as being highly effective. This is drawn from the different scores related to different study items. For instance, the mean score for job analysis was 3.78 which indicates that most respondents agreed that job analysis had a positive impact on job performance. Internal recruitment also recorded a mean score of 3.52 and a standard deviation of 1.05. On external recruitment, the scores were a 4.21 mean with a standard deviation of 0.87 which showed a very small variation in the answer spread. Lastly, employee performance scored a mean of 3.95 which indicated that employees were perceived to be running at high level based on the feedback provided. Firms that used both internal and external sources of recruitment had higher productivity than those that relied on internal sources only. However, there are some limitations such as the use of self-reported data may bring in some bias. Unique Contribution to Theory, Practice and Policy: Based on the study results, the researcher makes the following recommendations to the hospitals administration. First, there is need to undertake routine and comprehensive job analysis by companies to ensure that the company has competent employees. Secondly, the involving of employees in job analysis has numerous advantages and job satisfaction. Lastly, the researcher hypothesises that capacity building of HR employees significantly improves on the quality of job analysis. Similarly, to hospitals in Kisii County, the researcher recommends the adoption of job analysis to improve on their manpower.

ENHANCING RECRUITMENT AND SELECTION PROCESSES: INSIGHTS FROM PNB METLIFE’S TALENT ACQUISITION

This paper is on recruitment and selection process at PNB MetLife Insurance Company Limited. The process of identifying, screening, shortlisting, and choosing the best applicants to occupy the necessary vacant jobs is known as recruitment and selection. The primary objectives of this research are to determine how candidates are recruited, on what criteria the selection process is based, and what skill set is necessary for a certain position. The aim of this research is to investigate the PNB MetLife's recruitment and selection procedure and to investigate whether the procedure is simple to comprehend and use different methods that are used by the organisation. The study's research design is descriptive. Primary data have been collected for this project. 50 candidates make up the sample size for the questionnaire method used to acquire the data. The data indicates that employee referrals (72%) are the dominant source for internal recruitment, and employment agencies (42%) lead in external recruitment. High satisfaction (88%) with the resume screening process and clear job descriptions (94%) reflect positively on organizational practices, while a strong awareness (94%) of referral schemes supports internal hiring strategies. Such insights offer valuable guidance for refining recruitment approaches and enhancing employee satisfaction, thereby fortifying organizational success. This project makes an effort to offer suggestions for improving recruitment efficiency and lowering hiring costs. Keywords: Recruitment Process, Selection process, Interview, Job vacancy, Qualification and Skills

Can The Zambian Insurance Industry Use Internal Hire Versus External Hire As A Strategic Tool?

This study aimed to assess the efficacy of internal and external hiring practices as tools for strategic human resource management in the Zambian Insurance industry. The investigation analyzed the strengths and weaknesses of both internal and external hiring strategies, with a specific focus on their impact on organizational performance and employee development. Through an extensive examination of existing literature, interviews with industry professionals, and a survey of senior executives responsible for recruitment and selection processes in the Zambian Insurance sector, the study gathered data from a sample of both large and small insurance companies operating in different regions of Zambia. This ensured that the entire industry was represented. The study provided valuable insights into the strategic considerations and outcomes of internal and external hiring in this specific context, enhancing our understanding of effective human resource management practices in the Zambian Insurance industry and offering recommendations for improving talent acquisition strategies. The study also looked at the possibility of turning the human resource function in the surveyed industry from a 'day-to-day' issue to a more strategic aspect of the business through a comprehensive hiring plan and the use of internal recruitment with employee retaining strategies. In conclusion, the research findings suggest that the Zambian insurance sector has the capability to utilize both internal and external candidates as a strategic approach. The decision to choose between internal and external hiring is influenced by various factors, including financial considerations, the immediate need to fill a vacant position, the desire to bring in fresh expertise, and the compatibility with the company's culture. Internal hiring offers several advantages for the Zambian insurance industry, such as cost savings, reduced recruitment time, and the ability to foster employee growth and loyalty within the organization. Conversely, external hiring brings in new perspectives, skills, and experiences that may not be readily available internally.

Recruitment Advertisement and Selection Decisions in Nigerian Filling Stations

This study on Recruitment Advertisement and Selection Decision in Filling stations was conducted specifically to ascertain the degree external recruitment advertisement affect selection decision; to determine the degree internal recruitment advertisement affect selection decision; and to discover the extent informal recruitment advertisement affect selection decision in Nigerian filling stations. A descriptive research design was adopted. The Resource-Based theory propounded by Barney (1986b) was also adopted for the study. Sixty five (65) respondents being management staff of Petroleum Filling stations responded to fifteen (15) questions. The hypotheses were tested using Regression analysis to determine the extent recruitment advertisement affect selection decision. The result showed that informal recruitment method is most effective in selecting the right workers for the right job. Therefore, the researcher recommended the use of informal recruitment method especially for vacancies required to be filled at short notice. He went further to recommend the use of external recruitment method using digital platform for vacancies that would need to be filled in a longer time. Also internal recruitment such as promotion and job rotation was recommended for adoption but that extensive use of internal recruitment may imply that fresh candidates with new knowledge will not be opportune to work in the organization.

Exploring recent trends (2014–21) in preferencing and accepting Queensland medical internships in rural hospitals

BackgroundMedical internship is a key transition point in medical training from student to independent (junior) doctor. The national Regional Training Hubs (RTH) policy began across Australia in late 2017, which aims to build medical training pathways for junior doctors within a rural region and guide students, interns and trainees towards these. This study aims to explore preferencing and acceptance trends for rural medical internship positions in Queensland. Moreover, it focuses on internship preference and acceptance outcomes prior to and following the establishment of RTHs, and their association with key covariates such as rural training immersions offered by medical schools.MethodsData from all applicants to Queensland Health intern positions between 2014–2021 were available, notably their preference order and location of accepted internship position, classified as rural or metropolitan. Matched data from Queensland’s medical schools were added for rural training time and other key demographics. Analyses explored the statistical associations between these factors and preferencing or accepting rural internships, comparing pre-RTH and post-RTH cohorts.ResultsDomestic Queensland-trained graduates first preferencing rural intern positions increased significantly (pre-RTH 21.1% vs post-RTH 24.0%, p = 0.017), reinforced by a non-significant increase in rural acceptances (27.3% vs 29.7%, p = 0.070). Rural interns were more likely to have previously spent ≥ 11-weeks training in rural locations within medical school, be rurally based in the year applying for internship, or enrolled in the rural generalist pathway.ConclusionsThe introduction of the RTH was associated with a moderate increase of graduates both preferencing and accepting a rural internship, though a richer understanding of the dominant reasons for and against this remain less clear. An expansion of graduates who undertook longer periods of undergraduate rural training in the same period did not diminish the proportion choosing a rural internship, suggesting there remains an appetite for these opportunities. Overall, domestic graduates are identified as a reliable source of intern recruitment and retention to rural hospitals across Queensland, with entry to the rural generalist pathway and extended rural placement experiences enhancing uptake of rural practice.

HIRING PRACTICES IN HIGHER EDUCATION INSTITUTIONS IN ZIMBABWE: INTO THE GENDER EQUALITY LENS

The presence of male dominance within organisations has been observed to contribute to the establishment of a culture and ethos that symbolically align with masculine traits. Consequently, this gendered organisational environment poses challenges for women seeking acceptance upon applying for employment positions. Hence, the workplace has occasionally been characterised as an unwelcoming environment for women as a result of the various manifestations of gender disparities that exist. The study examines the hiring practices within Zimbabwe's higher education institutions, analysing them through the lens of gender equality. The research adopted a pragmatic research philosophy. The initial two objectives were accomplished through the utilisation of quantitative data, whereas the latter two objectives were achieved through the utilisation of qualitative data. The data collection process involved the utilisation of a simple random sampling technique, which facilitated the selection of a sample consisting of 60 participants from a remote learning institution. A survey was administered to individuals employed in the management, administration, and lecturing departments in order to provide a comprehensive perspective on the phenomenon. In the context of qualitative data collection, it is worth noting that data saturation was achieved at the 10th interview, leading to the cessation of further interviews. In terms of recruitment practices, the study found that there is online recruitment, external recruitment and formal recruitment processes in higher and tertiary education institutions in Zimbabwe. The study also concludes that traditional recruitment and internal recruitment have been neglected in these institutions. In terms of selection practices interviews were found to be the most frequently used in higher education institutions. However, negative selection practices were found such as more men being promoted and occupying leadership positions. Lack of affirmative action, limited qualifications and experience, digital divide and subjectivity of interviews, were found to be challenges that women face with regards to hiring practices in higher education institutions in Zimbabwe.

Assessing the Effects of CEO Characteristics on the Financial Performance of Firms in Nigeria

This study investigated the relationship between CEO characteristics and the financial performance of listed firms in Nigeria (2005 –2022). The regression analyses employed in this study are pooled panel regression, random panel regression and fixed panel regression. Under the firm performance indicator – ROA, the Hausman-statistics p-value of 0.23 indicated that we accept the null hypothesis which says that random effect prevails. But the fixed effect result was adopted because it best explains the model as it considers the constant variables and solves the omitted variable bias problem. The result showed that CEO origin has a positive and significant impact on return on assets (2%). Whereas, CEO gender showed a negative and insignificant effect on return on assets (30%). CEO tenure impacts a negative and insignificant relationship with return on assets (62%). Furthermore, this result showed a positive and insignificant relationship between leverage and return on assets. While capital expenditure shows a negative and insignificant relationship with return on assets. The study recommends that, Firms should adopt internal recruitment in appointing CEO, as they tend to possess insider-knowledge and experience peculiar to the firm’s nature of work and relationship with the staff that an outsourced CEO may not have opportunity to immediately after his appoint and could be a major set-back in fulfilling the goal of the firm.

数字化转型、高管行为与企业代理成本

Nowadays, digitization is regarded as a hot topic that can improve the core competitiveness of enterprises, and whether the agency problems existing in enterprises can be alleviated with the application of digital technology is still a black box. This article takes companies listed on the Shanghai and Shenzhen A-shares from 2010 to 2022 as samples and uses empirical research methods to explore the impact and mechanism of digital transformation on corporate agency costs. The research results indicate that digital transformation will increase the agency costs of enterprises. Mechanism analysis found that digital transformation increases agency costs by increasing executive compensation stickiness and on-the-job consumption, but through internal overseas talent recruitment and external financial institution shareholding, agency problems caused by digital transformation can be alleviated. Further analysis reveals that although digital transformation exacerbates the agency problem of enterprises and has a more significant impact on non-state-owned, mature, non-high-tech, and eastern region enterprises when conducting digital transformation, while increasing costs, digital transformation also improves the input-output rate of enterprises and alleviates financing constraints. In summary, the research results demonstrate the impact of enterprise digitization from the perspective of corporate governance, providing new solutions and ideas for reducing agency issues in enterprises, and enriching and expanding research on the impact of technological innovation on the economy and society.

IMPORTANCE OF HUMAN CAPITAL AND ITS INFLUENCE ON THE SUCCESS OF CONTEMPORARY COMPANIES IN CDE

To define human capital, we must talk about the economic value of the professional skills that a person has, capitalized in the value of the future benefits that a person expects to obtain with his work. and, that if the financial aspect is added, we can talk about obtaining the integral wealth of people, which is what really matters to all organizations, since with it productivity is obtained, as a result of work experience as well as the degree of their training. Through a mixed investigation, applying interviews and surveys to obtain the data on which the results were interpreted, in a single study with the objective of obtaining a broader panorama of the object of study, and that through a level Descriptively, the situation is presented, which in the particular case is the importance of human capital for the success of contemporary companies in Ciudad del Este. Based on the results, it can be determined that constant training is capitalized in greater productivity of human capital, which represents greater efficiency in their daily activities. It is concluded that these companies lack adequate tools with regard to HR, and therefore do not adequately execute their efforts, however, it has been verified that they apply internal recruitment for internal vacancy, and that none of them apply a performance evaluation. to the staff, precisely because of a continuous lack of training.

Human Resource Management in Improving the Competence of Multisite Study Teachers at MAN 1 Tulungagung and MAN 2 Tulungagung

This research aims to find and analyze in depth related to: a) human resource planning in improving teacher competency, b) implementation of human resources in increasing teacher competency, c) evaluation of human resources in improving teacher competency, and d) follow-up of resources human resources in improving teacher competence. This research was carried out using a qualitative approach to the site study type with a multisite design. The research locations chosen were Madrasah Aliyah Negeri 1 Tulungagung and Madrasah Aliyah Negeri 2 Tulungagung. The data collection techniques used participant observation, in-depth interviews and documentation. The collected data is then analyzed via single sites or across sites using data condensation techniques, data presentation and drawing conclusions. All data will be tested for validity through credibility tests, transferability tests, dependability tests and confirmability tests. The results of the research show: a) human resource planning in improving teacher competency reveals mapping of existing human resource needs, followed by analysis of human resource needs and programming of recruitment plans, b) implementation of human resources in improving teacher competency is carried out by recruitment through two ways, internal recruitment and external recruitment, and selection, c) evaluation of human resources in improving teacher competency is carried out using a periodic system every month, every semester and every year which is managed by the madraah leadership. Evaluation activities are carried out through monitoring and supervision with a determined schedule, and d) follow-up of human resources in improving teacher competency with several patterns, including: training, education, position rotation and MGMP.

38 ¿Gustaría participar? - Recruitment of Spanish-speaking families for a pediatric neuropsychology study in North Texas

Objective:Hispanics account for approximately 19% of the US population and are the second largest ethnic group in the United States, yet they remain underrepresented in neuropsychology research. Common recruitment barriers include language, fear/mistrust, and unfamiliarity with neuropsychology. These recruitment challenges then interfere with the development of measures normed on Spanish-speaking Hispanics. The research team for a Spanish-based neuropsychological study at a pediatric medical setting in North Texas utilized several methods to maximize recruitment of Hispanics and identify the most successful strategies. It was hypothesized that internal recruitment efforts would have the best outcome.Participants and Methods:Recruitment of healthy Spanish-speaking children between 6.0 and 17.11 years old began in October 2021 and continues to date. Participants have been recruited within the Dallas Fort-Worth (DFW) metroplex using internal efforts within the pediatric medical center and external efforts in the community-at-large. Internal recruitment efforts have included: 1) setting up flyers at 19 different ambulatory clinics, 2) emailing study flyer to several internal groups, and 3) sharing information during a Hispanic workgroup meeting. Community-based efforts have included collaborating with: 1) a Spanishimmersion private elementary school (i.e., shared information with parents via email and sent flyers home with students), 2) three mental health colleagues (i.e., displayed study flyers within their clinic space and promoted study through word-of-mouth), 3) a local city council (i.e., featured flyer in electronic newsletter), and 4) a non-profit community organization (i.e., shared information and flyer through mass-text messages, social media post, and mass email to subscribers).Results:To date, 74 parent-child pairs have made one-time contact with the research team to inquire about the study and 55 have completed a second contact with initial screener by phone (19 lost to follow up). Of the screened families, 58% heard of the study through the non-profit organization, 31% through the Spanish-immersion private school, and 11% from internal recruitment efforts.Conclusions:Although we hypothesized that internal -based recruitment within the medical institution would be most fruitful, our findings did not support this hypothesis. A possible explanation could be that children recruited from medical clinics may not meet criteria for participation in our study (i.e., healthy children). Another possible reason may be that flyer-based recruitment in a medical clinic is too passive or impersonal. Recruitment through community organizations with sources known and trusted by participants was found to be the most successful method to recruit potential participants. Considering these findings, our approach to recruitment will move away from passive and indirect methods of recruitment (i.e., flyers in clinics) and emphasize alliance with community-based organizations to promote trust building and collaborative relationships between researchers, community organizations, and Hispanic research participants.

Impostor phenomenon traits in radiography students: Findings from a UK pilot survey

IntroductionImpostor Phenomenon (IP) includes feelings of being a fraud, which can be associated with high anxiety levels. Research suggests healthcare students on clinical placement report high levels of anxiety. This study aimed to explore radiography students' (diagnostic and therapeutic) IP traits within the United Kingdom (UK). MethodsThe pilot study used a mixed-method online survey, applying the Clance Impostor Phenomenon Scale (CIPS). Internal student recruitment used the university virtual learning environment (VLE), and external UK recruitment used social media with a convenience sampling method. The survey included demographic questions (gender, age, year of study, course). The statistical analysis used the Kruskal-Wallis test for the quantitative responses and content analysis of the qualitative responses. ResultsThe survey received n = 92 responses; 77% were found to have frequent or intense IP traits. No significant differences were identified by age (p = 0.46) or radiography programme (diagnostic or therapeutic) (p = 1.00). The year of study demonstrated a significant difference (p = 0.01), with second-year students scoring a higher CIPS score (78.56) than first and third years (72.41 and 66.17, respectively). There was also a significant difference between males and females surveyed (p = 0.001). The thematic analysis highlighted that the clinical placement environment, prior IP knowledge, feelings of not belonging, and being an older/mature student increased IP feelings. ConclusionBoth therapeutic and diagnostic students returned a high CIPS score >70, demonstrating that IP traits were present in the sample of survey responses. Although being an older/mature student was a subtheme in qualitative responses, the quantitative data displayed no statistical difference amongst the CIPS scores by age. A significant difference between males and females surveyed (p = 0.001) and year of study (p = 0.01) was found with second years students scoring higher (mean CIPS score of 75.56) than first and third-year students (72.41 and 66.17, respectively). The qualitative responses further suggested as clinical placement experiences increased, feelings of IP decreased. Implications for practiceEducational intervention methods such as workshops may assist radiography students in identifying and coping with IP traits before their first clinical placement.

Inclusive Recruitment Strategies and Employability of Persons with Disability in State Corporations in Kenya

Purpose: Employability of persons with disability is rooted in the laws of Kenya, with the disability act of 2003 providing that 5% of all jobs be offered to persons with disability (PwDs). Previous research indicates that access and inclusion of PwDs in the labor force remains a global challenge. The main objective of the study was to determine the relationship between inclusive recruitment strategies and employability of persons with disability in state corporations in Kenya.
 Methodology: The scope of the study was limited to state corporations during the financial period 2022/2023. A descriptive survey research design was used and 186 human resource professionals were targeted. Data was collected from 117 respondents, yielding a response rate of 70%. Pilot testing was done before the main study. Data was collected using a semi structured questionnaires. Data was analyzed using both descriptive and inferential statistics.
 Findings: The study found, inclusive recruitment strategies positively and significantly influenced employability of PwDs in state corporations in Kenya.
 Unique contribution to theory, practice and policy: The study recommends that organizations should ensure that its management are aware of policies governing diversity, equity and inclusion and work towards establishing inclusive hiring metrics. Implementing internal diversity and inclusion recruitment best practices is important thus state parastatals need to create accessible websites, prepare inclusive job descriptions, and organize for inclusive interviews. The study additionally recommends that state corporations pair PwDs with their seniors for mentorship into top management this will increase their representation at management level.

Urgensi Rekrutmen dan Seleksi Bagi Pelaku Usaha Franchise


 Recruitment is an initial organisational activity with the aim of identifying and finding potential employees. After the recruitment process, a selection process is needed which is a process to decide on the right employee from a group of prospective employees obtained through the recruitment process, both internal and external recruitment. The recruitment and selection process is a unity process that cannot be separated. The purpose of this study was to determine the recruitment and selection system used by Frozen Food MSMEs (UD Seleraku) by applying the Franchise method. This research is qualitative research using a case study approach. The research was conducted to understand the subject's actions in responding to the franchise phenomenon. Data were obtained through the interview method and supported by scientific papers relevant to the research conducted. The results of this study are that the employee search process for the recruitment process is carried out peer to peer and there are no certain criteria for someone to become a franchisee at UD Seleraku. UD Seleraku also applies 2 sources of selection, namely internal and external.
 Keywords: Recruitment; Selection; Franchise; MSMEs

A Study on the Employee Referral Program with Reference to Alloysys Extrusion

The main objective of this project is to study the employee referral program in “Alloysys Extrusion”. Employee Referral is one of the external sources of recruitment and an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. The purpose of this study is based on encouraging employees to help the recruitment team in recruiting by referring right candidates.

A Study on Satisfaction Level of Employees at Eastman Spinning Mills (P) Ltd., to Dindigul

The main objective of this project is to study the employee referral program in “Alloysys Extrusion”. Employee Referral is one of the external sources of recruitment and an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. The purpose of this study is based on encouraging employees to help the recruitment team in recruiting by referring right candidates.

To What Extent Are Programs Recruiting Their Own Graduates as Faculty? A CERA Study.

Most family medicine (FM) residency programs continuously recruit faculty, though little is known about their recruitment practices. In this study, we sought to define to what extent FM residency programs are relying on recruitment of program graduates, regional programs, or programs outside their region for filling faculty roles and to compare these data across program characteristics. As part of a large 2022 omnibus survey of FM residency program directors, we asked specific questions regarding the percentage of FM faculty who were graduates of that program, a program in the region, or a distant program. We aimed to determine to what extent respondents attempted to recruit their own residents to faculty positions and to identify additional program offerings and characteristics. The response rate was 41.4% (298/719). Programs reported hiring more of their own graduates compared to regional or distant graduates, and 40% prioritized recruiting their own graduates for open positions. Those who prioritized recruiting their own graduates were significantly more likely to have a higher percentage of their graduates on faculty as were larger, older, more urban programs and those offering clinical fellowships. The existence of a faculty development fellowship was significantly associated with having more faculty from regional programs. Programs that aim to improve faculty recruitment from their own graduates should consider prioritizing internal recruitment. They also may consider the development of both clinical and faculty development fellowships for local and regional hires.