Internal Promotion vs. External Hiring
Hiring talented and qualified applicants is a key to the future success of any company. There is a current debate among employers as to whether it is better to give preference to inner applicants before looking on the outside to fill an opening. Older and more established companies typically give preference to inner applicants while fast growing and more innovative companies tend to focus more on exterior recruits. Although most companies end up using a combined strategy, the ratio of internal to external recruits is always a controversial issue. However, before promoting internally, employers must understand the pros and cons that both hiring strategies offer.
Internal Promotion
Internal Promotion strategy is recognized by promoting workers from within an organization to fill future vacancies. Many companies use such devices as intranet posts, job posting boards, email flashes, and brochures to recommend current workers for tasks they may intend to complete. This hiring may be in the form of forming and shuffling short-term groups to fill certain positions or may be long-term changes. Internal employment may be mainly horizontally, or it may be for promotions in which the promoted worker's former post may not be filled (Bayo-Moriones, & Ortin-Angel, 2006).
External Recruitment
An External Hiring strategy is one which an HR division will methodically investigate the worker pool outside its workers to fill vacancies. Many companies will use job search websites, adverts in newspapers, referrals from current workers and job fairs to fill vacancies. Some companies will utilize an employment agency to fill vacancies that can be filled quickly, with less company-specific skill required to complete the preferred task. Other companies will use recruiters or consultants to seek, screen, and provide workers for a fee.
Pros and Cons of both Methods
When promoting from within or filling new roles with inner applicants, there is a positive impact...
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