Internal recruiting

Reshma wrote:

Internal recruiting is recruiting employees who are already from within the organization by means of promotion and clinical advancement. Whereas, external recruiting is to look for new hires from outside. In internal recruiting current employees are given the opportunity for promotion. Skills and talents of internal recruits are better known than external hires. Internal recruiting can be sourced by succession management, talent inventories, employee development and internal job posting system. On the other hand external recruiting brings talent from outside. If a company needs talent which is lacked by the company external recruiting can identify high potential recruits from outside. New hires bring in their expertise which can be beneficial to the company. (Phillips & Gully, 2015).

What are some possible outcomes if a company focuses only on internal recruiting or external recruiting exclusively?

-Internal recruitment improves employees morale which in turn increases.

-It is less expensive compare to external recruiting.

-It gives quick results.

-It has low risk.

With external recruiting the new hires bring in new ideas to the company.

-They bring in best solutions, and practices from other companies.

-The company is benifited by diverse population with skills and experinces.

-It is less likely to cause resentments with your current team.

Zach wrote:

Internal recruiting is the process of identifying current employees that are suited for promotion or transfer into other opportunities within the company. Ways to assess current employees for such opportunities include skills inventories, mentoring programs, performance reviews, multisource assessments/360 assessments, job knowledge tests, assessment centers, and clinical assessments. The results from these assessments provide ample insight to determine which employees possess the skills and motivation to further contribute to the overall business strategy.

In contrast, external recruiting is the process of reviewing individuals from outside the company with the goal of hiring top performers, and/or those with high potential, to be part of the firm. Of primary concern at this stage is: maximizing fit (person-job, person-group, person-organization); accurate and ethical assessments; maximizing return on investment of assessments; generating positive stakeholder reactions; supporting the talent philosophy and human resource strategy; and establishing and reinforcing the employer image all while complying with employment law (Phillips, 08/2016, pp. 239, 242, 243, 244, 245).

Internal recruitment often strengthens employee commitment and engagement and is usually quicker, with shortened onboarding time and lower costs (Bika, 2019). However, there are disadvantages to internal recruitment, including resentment among employees not chosen for advancement, gaps in the existing workforce as employees are moved into different roles, and stagnation of company culture.

If a firm does not have the talent in-house for an opportunity, external recruitment is necessary. It can bring new skill sets and opinions to the table as different experiences bring different perspective as well as insights from other firms or industries; provides broader candidate pools from which to draw fresh talent; and can motivate current employees to perform at higher levels if they see that current employees are being passed over for opportunities. There is a downside to external recruiting, however, including time and cost, limited understanding of the company by new recruits, and the possibility that the new hire will not adjust to the company’s culture (Chief, 2016).

Reference:

Bika, N. (2019, November 20). Eight advantages and disadvantages of internal recruitment: Workable. Retrieved January 7, 2020, from https://resources.workable.com/stories-and-insights/advantages-disadvantages-of-internal-recruitment .

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