I. Advantages and Disadvantages of Internal Recruitment:
1. Advantages:
(1) Recruitment Cost and Efficiency: The direct cost is relatively low and the efficiency is relatively high.
(2) Employee motivation: internal selection can provide employees with more room for growth, and it is easy to motivate and encourage employee morale.
(3) Values: long-term integration, employees and enterprises in the same goal based on the formation of convergent values, organizational loyalty is higher.
(4) Learning costs: internal employees are familiar with the business model and management style of the enterprise, low learning costs, conducive to organizational effectiveness.
(5) Effectiveness and credibility of selection: the risk of hiring is relatively small and the success rate is high. Enterprises have a more accurate understanding and grasp of the internal staff work attitude, quality and ability to
and development potential.
2. Disadvantages:
(1) Internal staff competition may affect the relationship between employees, and even lead to the loss of talent.
(2) There may be "inbreeding", "groupthink", "chief's will" and other phenomena within the enterprise.
The advantages and disadvantages of external recruitment:
1. Advantages:
(1) The new employees will bring different values and new views, new ideas, new methods.
(2) External talent can be invisible to the organization's original staff pressure, the formation of a sense of crisis, to stimulate the fighting spirit and potential.
(3) There is a lot of room to recruit many excellent talents, especially some scarce composite talents, which can also save a lot of internal
cultivation and training costs.
(4) is a very effective way of information exchange, companies can use this to establish a positive and enterprising, reform-oriented good image.
2. Disadvantages:
1) There is a certain degree of risk in the assessment of candidates, the actual level and ability of candidates is difficult to accurately determine, so incompetent people will occupy a certain or
a considerable proportion.
2) The culture brought by the candidate may be in conflict with the corporate culture.
3) Candidates need to have a familiarization process with all aspects of the organization after being selected, i.e., they cannot quickly get into the role and start working.
4) The practice of outsourcing can demotivate the organization's employees if there are competent people in the organization who have not been selected or promoted. If a system of external
hiring is developed, the decision needs to be made even more carefully, as the impact can be even greater.
Extended information:
I. Internal and External Recruitment Methods:
(a) Internal Recruitment Methods: Recommendation Methods, Bulletin Methods, Dossier Methods, and so on.
(B) external recruitment methods: campus recruitment, network recruitment, job fair recruitment and advertising recruitment, commissioned headhunters recruitment.
Baidu Encyclopedia - Internal Recruitment
Baidu Encyclopedia - Recruitment System