Human Resources Internal & External Recruiting advantages Essay

Human Resources Internal & External Recruiting advantages - Essay ExampleThe internal recruitment method and the outdoor(a) 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 speculate 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 freshlysletters. 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 living 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 affirmatory and negative aspects of the job (Julie Andrew Marc Kline Mike Bohl, Christine Stone Roland Ge hweiler, 12).Internal recruitment as we said is the recruitment of employees from at heart 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 stuff 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 pull throughs. This overall saves the time of the management and directly hands over the new responsibilities as in other terms the employee is rattling 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 gi ven. Then comes a actually 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 recruitments 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 organizations legal, political and geographical environment. Internal recruiting demands a higher degree of employee training. In order to develop the skills necessary 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 injury 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