Advantages and disadvantages evaluation of internal recruitment

(1) Recruitment cost and efficiency. Training and selecting talents from within is relatively low in direct cost and high in efficiency, but there should be a systematic talent training and selection system within the enterprise;

(2) Validity and reliability of choice. The information between enterprises and employees is symmetrical, so the risk of employing people is relatively small and the success rate is high. Enterprises have a more accurate understanding and grasp of the working attitude, quality, ability and development potential of internal employees;

(3) Employee motivation. Internal selection can provide more room for employees to grow, make the growth of employees keep pace with the growth of the organization, easily inspire and inspire the morale of employees, form a positive and enterprising atmosphere and achieve a better future;

(4) values. Long-term running-in, employees and enterprises form similar values and trust each other on the basis of consistent goals. Employees have been integrated into the corporate culture, identify with the values and behavior norms of the organization, and have high loyalty to the organization;

(5) Learning cost. Internal employees are very familiar with the existing personnel, business model and management model of the enterprise, and are easy to communicate and coordinate, so they enter the role faster, the learning cost is lower, and it is conducive to exerting organizational efficiency. Because new jobs are always limited, the result of internal employee competition is bound to be that some people are happy and some people are worried, which may affect the relationship between employees and even lead to brain drain, which enterprises are very unwilling to see; The long-standing phenomena of "inbreeding", "group thinking" and "execution will" in enterprises are not conducive to individual innovation and the growth of enterprises, especially small and medium-sized enterprises.