Briefly describe the shortcomings of external recruitment.

(1) screening is difficult and time-consuming. The organization hopes to accurately measure the ability, personality, attitude, interest and other qualities of candidates, so as to predict whether they can meet the expected requirements of the organization in their future work. 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. To this end, some organizations also use methods such as letters of recommendation, personal data, self-assessment, peer assessment, job simulation, assessment centers and so on. These methods have their own advantages, but they also have different degrees of defects. This makes the employment decision take a long time.

(2) slow entry into the role. Employees recruited from outside need a long time of training and orientation in order to understand the work flow and operation mode of the organization, which increases the training cost.

(3) The recruitment cost is high. External recruitment needs to pay a certain fee for publishing information in the media or recruiting through intermediaries, and because there are relatively many external candidates, the subsequent selection process is also very complicated, which not only consumes a lot of human and financial resources, but also takes up a lot of time, so the cost of external recruitment is relatively high.

(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, and can't make long-term contacts and inspections like internal recruitment. Therefore, it is likely that some external factors will make inaccurate judgments and increase the risk of decision-making.

(5) Affect the enthusiasm of internal employees. If the people who meet the requirements of the recruitment position 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 appear the phenomenon of "recruiting sons and keeping sons". Therefore, external recruitment must be cautious.