Is internal recommendation effective in recruitment? Is talent selection externally recruited or internally recommended?

This is indeed a very important topic for discussion. Enterprises will seriously consider whether to introduce some senior executives through external recruitment or promote a group of old employees through internal structure when improving the organizational structure or making up for the kinetic energy of fresh employees. Generally speaking, external introduction and internal structure selection have their own advantages. Recruit some high-level managers or management technicians from outside, and such workers will find a new ecological environment and a new enterprise.

Generally speaking, they are very interested and will make full use of past work experience, accumulated interpersonal relationships and other internet resources in various fields. They all look forward to paying attention to this enterprise as soon as possible, so that leaders can recognize and admire their friends as soon as possible. If we choose old employees from the internal structure, one of the major features is that these employees all work here and are very familiar with the situation, workflow and friends. Even if he is promoted to a new post, he can devote himself to the role of work games more quickly, and he can take up a new post without too much transition period, and he is also very familiar with leading cadres in party member.

There will be no great obstacles to efficient communication. In addition, promoting the internal structure of trade unions will be grateful for the availability of colleagues and the appreciation of leaders. If there are outstanding talents to choose from in the internal structure, it is best to take "internal structure as the first choice" as the standard and persistently recruit managers of enterprises. The selection and configuration of enterprise executives is also a headache for many enterprises! The right choice, the enterprise from excellent to excellent, the wrong choice, hurt the stable development trend of the enterprise.

Today's talent market, managers are uneven. Many good-looking managers are really good on the premise of communicating with enterprises in the early stage. Once an enterprise recruits from abroad, with the supervision of all aspects, it is found that some managers are not suitable for the enterprise and there is a situation of acclimatization. In the end, it was a rip-off. Everything in the world has two sides. Considering the specific situation of the enterprise, it is still suitable.