The Disadvantages Of Internal Recruiting

An article, "An Inside Job: More Firms Opt to Recruit From Within", by Rachel Emma Silverman and Lauren Weber talks about a practice of hiring employees from within an organization. The process of internal recruitment starts from the construction of an in-depth policy, which lays out all the rules of internal recruitment. After that, a job posting system is posted so all the employees can enter their profiles and resumes to the open positions. Next, employers will use the internal reference system to screen the best-fit candidates, then continue to do interviews that is conducted by the human resource department or outside company to prevent bias. Lastly, employers will ask for feedback and evaluation from the new employees to improve the recruiting process next time. Internal recruiting is generally the more cost-efficient and effective than the traditional personnel

According to the Saratoga Institute, the average cost of internal recruitment is less than external recruitment by 1.7 times, $8,676 compare with $15,008 (Schawbel, 2012). The second advantage is the ability to asset the workers more accurately since the organization already has information about them. For instance, Shaw Group Inc., an engineering company, is working on a management system that stores a great deal of database, which can “track workers’ skill and experience” of its 27,000 employees (Silverman & Weber, 2012). Many big corporations view internal recruiting as a strategic management that completely utilizes the current manpower. Various great companies and industries, such as Cisco, use Talent Connection for employees to create profiles when applying for a new position. Internal recruiting is a way to gain talents by minimizing the cost but still having more reliable sources in evaluating job performance. Thus, organizations will achieve great outcomes, such as efficiency and productivity by employing