Pros And Cons Of Internal And External Recruiting In An Organization

Outline

I. Introduction

a. The literature review will discuss the pros and cons for both internal and external recruitment. Studies have shown that depending on the organizational structure either of the hiring processes can be very beneficial to an organization.

b. One of the major themes discovered in the research is organization sticking to employing or promoting from within. The primary factor behind this practice is organizations wanting to save on cost and maintaining or improving employee’s morale. The sancement in their future in the organization.

II. Internal Recruiting

a. During the research, there were more arguments supporting internal recruitment vice the other way around. The common theme was the cost of hiring outside rather than inside the organization because of the costs associated with the compensation and training of new employees.

Once again it must be said that there are pros and cons to any situation. In this case, there are plenty to discuss with external recruiting. The first disadvantage that comes to mind is, hiring new employees require extensive training, for the most part, depending on the organization structure. Others could have been waiting for the opportunity to fill the existing vacancy and that may discourage further desire to continue in the organization for that reason. integration, lack of experience, and hiring of the wrong type of person for the type of job needed.

IV. Using both types of recruiting at the same time

a. The utilization of both recruitment processes is used in some organization together to maximize their reach in acquiring the best applicants on the market. Additionally, they can be used together in a way where an employee of the organization can refer family members or other qualified applicants from the outside. Also, the recruitment process can be a lot of work so, organization hires companies specialized in recruitment to do the work, for example, LinkedIn.

V. Conclusion and