Human Resources Internal & External Recruiting advantages Essay

Human Resources Internal & External Recruiting advantages - Essay Example The internal recruitment method and the external recruitment method. These two methods can be defined as follows. Internal Recruitment is the process of finding potential internal candidates and encouraging them to apply for and be willing to accept organizational job openings. This can be done by Job posting which means information about a job vacancy is placed in conspicuous places in an organization, such as bulletin boards or newsletters. External Recruitment on the other hand is the process of finding potential external candidates and encouraging them to apply for and be willing to accept the organizational job openings. This can be done by realistic job preview which is a technique used during the recruitment process in which the job candidate is presented with a balanced view of both the positive and negative aspects of the job (Julie Andrew Marc Kline Mike Bohl, Christine Stone Roland Gehweiler, 12). Internal recruitment as we said is the recruitment of employees from within the organization, and this certainly has positive and negative effects on the organization. Recruitment effects the organization as a whole, but over here we will discuss only its effects on workplace, labor force and wages. Starting off with the advantages that recruitment provides to the work place. The employee is oriented to the organization. He knows of the organization structure, its policies and regulation, the working environment as well as the people working with him. He is also familiar with the culture that exists. This overall saves the time of the management and directly hands over the new responsibilities as in other terms the employee is actually promoted from his current job. Since the management has already worked with him they have the reliable information required. They know of the employees' strengths and weaknesses and are aware of how to control the new status given. Then comes a very important factor which is the recruitment cost being very low. There is no need to advertise for the job available, as the required skills already exist within the organization. The internal recruitment provides a career structure. It gives an incentive to the current employees to work efficiently and get promoted. This provides an additional scope for the current ones. Lets have a look at the disadvantages that the internal recruitment's work place has. One drawback of extensive internal recruiting is the reduced likelihood of innovation and new perspectives. A lack of new employees from the outside leads to a lack of new ideas and approaches. A use of the internal pool for the consideration of vacant positions can lead to conflicts. The organization has to ensure and continuously check its balance of a diverse workforce. This has to relate to the organization's legal, political and geographical environment. Internal recruiting demands a higher degree of employee training. In order to develop the skills needed to train the current workforce in new processes and technologies, the organization has to provide a more expensive training program. It limits the number of candidates, as not everyone within the organization is capable of taking over the vacant job. It may cause jealousy amongst the employees as not everyone can be promoted. The managers may resent loss of staff to other departments as its pretty logical that the one being promoted was a good employee and therefore the place he would be