Home | › Forums › MBA Strategic Human Resource Management Discussion Forum › Reply To: MBA Strategic Human Resource Management Discussion Forum
- MemberNovember 3, 2021 at 5:39 pm
Recruitment means the action of enlisting new people to the workforce, project, and organization. Internal recruitment is when the company intends to recruit or fill the vacancy from within the existing workers. External recruitment is when the company looks for new workers outside the company to fill the vacancies. In other words, to hire someone outside.
External recruitment strategies to recruit applicants from outside the company can bring new ideas and innovations. Mostly they have experience serving different companies and industries. Their up-to-date skill and fresh ideas can fill skills gaps within current workers.
Internal recruitment strategies are to promote the existing workers to a position that matches their current role. It will reduce the training effort by the company since the workers already know the current business strategy. Internal hiring offers a career growth opportunity and indirectly gains loyalty from the workers.
There are advantages and disadvantages of both methods of recruitment; internal and external.
For internal recruitment, the company might have cost-saving. The company does not need to have public job advertisements or head-hunters engagement. Also, it will save time for the hiring managers to set up interview sessions. From the workers’ perspective, most people prefer to work with a company that offers them career growth. Job promotion can be a motivation to the workers to improve themselves and indirectly to gain their loyalty. However, the company might switch from internal to external. It could be due to finding someone with up-to-date skills that the current workers do not have. Someone outside might bring a new horizon or ideas to the workforce with their up-to-date skills and experience which benefits the company.
As for external recruitment, it helps the company to get up-to-date skilled workers from the outside candidate. They could bring a variety of ideas which they can apply from the previous experience. Therefore, bringing a new face to the company might have a risk. The company may get new skilled workers but it might lose the loyalty from the current workers who did not get the job promotion. Mostly, new workers require time to adapt to the new environment. Even though the workers may have up-to-date skills but every company is different. Mostly, new workers require time to adapt to the new environment which may impact the delivery time.
In conclusion, there are benefits as well as a disadvantage for both internal and external recruitment. The company should find which one suits their business or they may try both methods based on the job requirement.
For example, for the junior position, the company might hire externally to allow the fresh graduate. Then, for the mid-senior position, the company can consider job promotion to the existing workers. In my opinion, there’s no right or wrong if you apply both methods. It is a matter to get the right person to do a particular job while minimizing any business operation risk.