Briefly describe the advantages and disadvantages of internal recruitment and external recruitment.

1 can have a strong incentive effect on the employees of the organization. For employees who have been promoted, because their ability and performance have been recognized by enterprises, they will have strong work motivation, and their performance and loyalty to enterprises will be improved accordingly. For other employees, because the organization provides employees with promotion opportunities, they feel that promotion is expected, and they will work harder and increase their loyalty and sense of belonging to the organization.

2. Compared with external recruitment, internal recruitment is more effective and credible. Because enterprise managers have an objective and accurate understanding of employees' performance evaluation, personality characteristics, work motivation and development potential, the information is symmetrical and sufficient relative to outsiders, which reduces the problem of "adverse selection" or even "moral hazard" to some extent, thus reducing personnel mistakes and improving the success rate of personnel decision-making

3. Compared with external recruitment, internal employees are more adaptable. From the perspective of operation mode, existing employees have a better understanding of the operation mode of the organization, and they can adapt to new jobs better than new employees introduced from outside. From the perspective of corporate culture, internal employees have recognized and integrated into the corporate culture, formed a community of career and destiny with the enterprise, more recognized the values and norms of the enterprise, had a sense of corporate responsibility to check the loyalty of the enterprise, and were more able to adapt to the new post.

4. The cost rate is low. "Home office manufacturing" can save high expenses, such as advertising fees, travel expenses of recruiters and applicants. At the same time, it can also save some unnecessary training and reduce indirect losses. In addition, generally speaking, the candidates in this department recognize the existing salary system of the enterprise, and their salary requirements will be more in line with the current situation of the enterprise.

Disadvantages of internal recruitment

1, which may cause internal contradictions. "Self-control" needs competition, and the result of competition is that there are many losers. Employees who fail in competition may lose heart and morale, which is not conducive to unity within the organization. Internal recruitment may also lead to the phenomenon of "digging talents" between departments, which is not conducive to cooperation between departments. In addition, if selection is made according to qualifications rather than ability, it will induce employees to develop the psychology of "not seeking merit, but seeking nothing", thus losing or burying outstanding talents and weakening the competitiveness of enterprises.

2. It is easy to cause "inbreeding". The same cultural background of employees in the same organization may lead to "team thinking" and inhibit individual innovation. Especially when the important positions in the organization are promoted by grass-roots employees, and then the thinking consciousness is rigid, which is not conducive to the long-term development of the organization. For example, the dilemma faced by General Electric in the 1990s is considered to be related to its long-term implementation of the "internal recruitment" strategy.

3. Lose the opportunity to select external talents. Under normal circumstances, there are many outstanding external talents, and blindly seeking internal recruitment reduces the opportunities for external "fresh blood" to enter the organization. On the surface, it saves costs, but in fact it is a huge waste of opportunity costs.

4. Unless there is a good development/training plan, internal promotion can't meet the expected requirements in a short time, and the cost of internal development plan is higher than that of directly hiring talents suitable for external needs. Moreover, many promoted employees may not adapt to their jobs well because of the "Peter principle", which will affect the overall operational efficiency and performance of the organization.

Advantages of external recruitment

1, which is conducive to establishing an image. "External recruitment" is an effective way of external communication, which will play the role of advertising. In the recruitment process, enterprises promote themselves among their employees, customers and other external personnel, thus forming a good reputation.

2. External recruitment can bring new ideas and technologies. Employees "brought in from outside" have a brand-new and bold vision of the existing organizational culture, with little subjective prejudice. In addition, by introducing excellent technical and management experts from outside, it can bring an invisible pressure to the existing employees of the organization, make them feel a sense of crisis, stimulate their fighting spirit and potential, and thus produce a "catfish effect."

3. A wider range of choices is conducive to recruiting outstanding talents. "Foreign recruitment" has a wide range of talents and a large choice. Having job seekers with various conditions and different age levels is conducive to meeting the needs of enterprises to choose suitable candidates. The introduction of many outstanding talents, especially some rare compound talents, can not only save the cost of internal training and business training, but also bring much-needed knowledge and skills to enterprises to a certain extent.

4. It can ease the tension between internal competitors. Due to the limited number of vacant positions, there may be several candidates in the enterprise, and the bad competition between them may lead to intrigue and undermine each other. Once an employee is promoted, other candidates may be dissatisfied, passive and unwilling to accept management. External recruitment can make internal competitors get a certain psychological balance and avoid disunity among organization members.

Disadvantages of external recruitment

1, the screening time is long and difficult. In order to recruit excellent and suitable employees, enterprises must be able to accurately measure the ability, personality, attitude and interest of candidates, so as to accurately predict whether they can meet the expected requirements of the organization in their future jobs. However, the research shows that these measurement results only have a moderate predictive function, and it is difficult to make scientific employment decisions only by relying on these measurement results.

2. It is slow to enter the role state. It takes a long time for externally recruited employees to understand the work flow and operation mode of the organization, understand the culture of the enterprise and integrate into it. If the values of external employees conflict with corporate culture, then whether employees can adapt to corporate culture and enter the role in time will face certain tests and risks.

3. The introduction cost is high. External recruitment needs to pay a lot of money to publish information in the media or recruit through intermediaries. Moreover, because there are relatively many external candidates, the subsequent selection process is also very complicated, which not only consumes more human and financial resources, but also takes up a lot of time.

4. Decision-making is risky. External recruitment can only judge whether the candidate meets the requirements of the organization's vacant position through several short-term contacts, rather than long-term contacts and inspections like internal manufacturing. Therefore, it is likely that some external reasons (such as information asymmetry, adverse selection and moral hazard) will make inaccurate judgments, thus increasing the risk of decision-making.

5, affect the enthusiasm of internal employees. If the competent people in the organization are not selected or promoted, that is, the internal employees are not given the corresponding promotion and development opportunities, the enthusiasm of the internal employees may be affected, and it is easy to "attract the son-in-law to leave his son". This answer was recommended by netizens.

Extended data

Internal recruitment refers to the selection of suitable candidates from within the unit to fill positions after vacancies appear in the unit. There are mainly the following types of internal recruitment: promotion, job hopping, job rotation and re-employment. The practice of internal recruitment is usually to open vacant positions within the enterprise to attract employees to apply. Another function of this method is to make employees feel equal in fair and open competition, which will make employees work harder and add positive factors to their own development. This is undoubtedly one of the goals of human resources development and management.

External recruitment means recruiting talents with both ability and political integrity from outside the organization to join in.

References:

Baidu Encyclopedia-Internal Recruitment Baidu Encyclopedia-Personnel Recruitment