One of the main advantages of internal recruiting is that the employer has the opportunity to select from the best performers within their company. By interviewing for the role 'in house', applicants are likely to be very experienced in their particular field. They may, for example, have been working for the company for a number of years.
This means that they know the company inside out and possibly enjoy excellent working relationships with colleagues through building 'in house' networks. This is crucial both for a well-functioning office, and also to ensure you get on with the people you work with.
On the other hand, a disadvantage of advertising for an internal role means you won't be able to interview talented job seekers on the market. This is extremely unfair on those people who have built up tremendous experience elsewhere, but who will not have a sniff of even an interview.
Companies may even advertise the role online, in newspapers or in magazines when the role has already been filled. This gives them the opportunity to ask relevant people about the company when coming for an interview and discuss important ideas which can be beneficial to the company rather than the prospective candidate.
There are various advantages of internal recruitment. The first advantage is that internal recruiting reduces the recruitment costs of the company. The selection time and dollar spent on internal recruiting is less than other forms of recruitment. Secondly, it brings motivation among the employees because employees consider it an employee involvement activity and they get promotion chances. Thirdly, employees selected through internal recruiting have more familiarity with the organization and it becomes easier to tell them the norms and principles of the organization.
Internal recruitment also has some drawbacks. The major disadvantage is that it reduces the innovation and creative ideas in the organization. External recruitment brings new blood with more enthusiasm and creative ideas. Secondly, it can create conflicts among the employees to attain the vacant position. Internal recruitment also results in the biased behavior of the management. Moreover, more training is required for the employees selected through internal recruitment.
Internal recruitment is where the company advertise a job vacancy inside the company.
• The company already knows the applicants.
• You don’t need to train anyone about the business.
• It is a fast and cheap way of recruitment.
• Less choice if only internal candidates are being used.
• It may slow down change; new ideas from the outside are not bought in.
• Other parts of the organisation may suffer if the best people are taken to work elsewhere.
1) wide look->wider choice in selection as more people apply for jobs.
2) fresh outlook->new ideas and fresh thinking from outside to keep organisation competitive.
3)complete source->complete staff or all jobs provided.
1)demoralisation-> existing employees feel frustrated and do not cooperate with newer ones.
2)expensive-> expenditure of interviews,tests, etc. Is time consuming and expensive affair.
3) danger of maladjustment-> new employee mayn't be able to adjust in new environment.
Thank you!!- chirag gandhi
Internal recruiting is looking for people within an organization to fill job opportunities. External recruiting is looking outside of the entity for people to fill positions that need The advantages of internal recruiting is that the person is familiar with the organization and its people, structure and product. It is less expensive since the person is already there and is part of the system. People within the organization know the abilities and work-ethics of the person and can be reasonably assured of a good fit for the job. Disadvantages are that the person that is there may not get the respect from others since they know the person and may be jealous of their promotion and that this person may not be able to separate past alliances from the old position to the new responsibilities of the job. Old habits are hard to break. External recruiting is to bring new blood and a fresh perspective on operations, there are no old alliances or bad habits, people will not have a history to perhaps guilt the individual with nor will this person be bound by such relationships. However the new hire will have to gain the respect of the employees that know how things work. There maybe jealousy and disrespect for the new hire and things can be made very difficult for them as they are new. Sabotage is very possible and setting-up the person for failure is also a very good likely event as is the personality conflicts that most likely must be discovered with a new hire. It is also expensive to seek seek a new hire and there abilities may not be what they are represented to be when push comes to shove and the work and results are measured by the needs and requirements of the job.