Internal And External
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Internal and External Recruitment By: Máximo Pardo
What is Internal recruitment?
This refers to the filling of job vacancies from within the business - where existing employees are selected rather than employing someone from outside. A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development programme has been effective.
How is it done?
Internal vacancies are usually advertised within the business via a variety of media: - Staff notice boards - Intranets - In-house magazines / newsletters (for example, Emap, a major publishing business) have a weekly staff magazine devoted solely to advertising jobs within the organisation - Staff meetings
Advantages of internal recruitment
- Gives existing employees greater opportunity to advance their careers in the business - May help to retain staff who might otherwise leave - Requires a short induction training period - Employer should know more about the internal candidate's abilities (= a reduced risk of selecting an inappropriate candidate) - Usually quicker and less expensive than recruiting from outside
Disadvantages of internal recruitment
- Limits the number of potential applicants for a job - External candidates might be better suited / qualified for the job - Another vacancy will be created that has to be filled - Existing staff may feel they have the automatic right to be promoted, whether or not they are competent - Business may become resistant to change; by recruiting from outside, new perspectives and attitudes are brought in.
What is external recruitment?
This refers to the filling of job vacancies from outside the business (contrast with internal recruitment). Most businesses engage in external recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries with high staff turnover.
How is it done?
Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use.
Job advertisements - Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job. Where a business chooses to advertise will depend on the cost of advertising and the coverage needed
Recruitment agency - Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment
Personal recommendation - Often referred to as ‘word of mouth’ and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost.
Advantages and disvantages of external recruitment
Advantages: . Outside people bring in new ideas . Larger pool of workers from which to find the best candidate. . People have a wider range of experience Disvantages: . Longer process . More expensive process due to advertisements and interviews required . Selection process may not be effective enough to reveal the best candidate
What is Internal recruitment?
This refers to the filling of job vacancies from within the business - where existing employees are selected rather than employing someone from outside. A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development programme has been effective.
How is it done?
Internal vacancies are usually advertised within the business via a variety of media: - Staff notice boards - Intranets - In-house magazines / newsletters (for example, Emap, a major publishing business) have a weekly staff magazine devoted solely to advertising jobs within the organisation - Staff meetings
Advantages of internal recruitment
- Gives existing employees greater opportunity to advance their careers in the business - May help to retain staff who might otherwise leave - Requires a short induction training period - Employer should know more about the internal candidate's abilities (= a reduced risk of selecting an inappropriate candidate) - Usually quicker and less expensive than recruiting from outside
Disadvantages of internal recruitment
- Limits the number of potential applicants for a job - External candidates might be better suited / qualified for the job - Another vacancy will be created that has to be filled - Existing staff may feel they have the automatic right to be promoted, whether or not they are competent - Business may become resistant to change; by recruiting from outside, new perspectives and attitudes are brought in.
What is external recruitment?
This refers to the filling of job vacancies from outside the business (contrast with internal recruitment). Most businesses engage in external recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries with high staff turnover.
How is it done?
Job centres - These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use.
Job advertisements - Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job. Where a business chooses to advertise will depend on the cost of advertising and the coverage needed
Recruitment agency - Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment
Personal recommendation - Often referred to as ‘word of mouth’ and can be a recommendation from a colleague at work. A full assessment of the candidate is still needed however but potentially it saves on advertising cost.
Advantages and disvantages of external recruitment
Advantages: . Outside people bring in new ideas . Larger pool of workers from which to find the best candidate. . People have a wider range of experience Disvantages: . Longer process . More expensive process due to advertisements and interviews required . Selection process may not be effective enough to reveal the best candidate
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