What is the difference between external recruitment and internal promotion?

1) Internal pushing can only cure pain, while external pushing can cure it.

The weakness of enterprise management system is an important factor restricting the development of small and medium-sized enterprises. Many times, internal employees stay in the enterprise for a long time, and often turn a blind eye to the problems existing in the enterprise, or even become accustomed to it. However, the competition among enterprises is very fierce now. If we can't respond quickly and solve the problems existing in the development of enterprises, they will be annexed or even closed down.

Internal promotion seems to solve the problem of job vacancy, but it solidifies the thinking mode and the slow way to solve the problem, which will make the enterprise slowly fall into the predicament of development. Talents recruited from outside, if strictly screened in, will certainly bring new or even effective solutions to the problems existing in enterprises. After all, during the interview, we recruited with corporate problems. For example, the sales manager of a friend's company left. According to the original plan, the leader in charge of the sales department originally wanted to be promoted from within, but the boss firmly disagreed. The reason is that the company has been unable to open the market in the northern region, and insiders have tried their best to make great progress. The boss wants to recruit a manager from outside. This sales manager needs to have extensive interpersonal relationships and corresponding customer base in the north, which can help the company to open the northern market quickly. Later, they recruited a sales manager from their peers. In less than three months, their company developed a big customer in the north, which laid the foundation for the company's development. In his words, this big customer can support their company for a year.

Therefore, inward promotion can only cure the pain of talent shortage in enterprise development. To truly eradicate the disease of survival and development, it is still necessary to rely on external recruitment.

2) Internal job fairs cause anxiety, while external recruitment can soothe the nerves.

Small and medium-sized enterprises are few in themselves. If they are promoted from within, it will inevitably affect the enthusiasm of those employees who have not been promoted and cause internal anxiety. In the eyes of China people, they suffer not because of the loss of their spouses, but because of inequality. Internal promotions are often promoted from people with deeper qualifications. Those employees who have not been promoted are basically unwilling to stay in the company if their abilities are good enough. "Why did he get a promotion and I didn't?" Faced with the psychological state of employees, if enterprises do not handle it well, there will often be brain drain. As you can see, the turnover rate is the highest when the enterprise is promoted on a large scale.

External recruitment can avoid this problem well. Because people who recruit from abroad must have rich management ability and experience, most people are psychologically willing to suffer with a cow and are unwilling to enjoy happiness with a rookie. Moreover, they may not be blessed.

3) Internal promotion may not be better adapted.

When doing recruitment, many enterprises want to get started as soon as possible, provide employees with more room for development, and all want to be promoted internally. In fact, people who recruit internally may not be able to get started right away. After all, small and medium-sized enterprises are a radish and a pit, and everyone's work content and responsibilities are different. Because management positions also have special requirements for knowledge, skills and experience, employees who perform well in their own professional fields are not necessarily good managers. Therefore, if an employee is promoted, he may not be qualified for a management position. This kind of example is very common in technical posts. If promoted, it may only make the company one less technical expert and one more incompetent manager. There was a technical expert in my previous company, and the company leader promoted him to be the technical manager. As a result, he was very uncomfortable. The management took up a lot of his time, which not only led to poor management, but also delayed technical work, so there was a lose-lose situation, which hindered the rapid development of the enterprise.

4) Internal strokes will only block blood vessels, while external strokes can speed up blood circulation? ?

There is an electric car company, which has been established for five years, but its development is very slow. If it weren't for state subsidies and foreign investment, I'm afraid it would be difficult to survive. Their company has as many as eight founders, including four technicians. In the past three years, they applied for many invention patents relying on the technology of these four people, but they gradually found that they had exhausted Jiang Lang, and it was difficult to have new ideas, and there were signs that the company's technology was overtaken by other companies.

Later, they made a decision to introduce a technical manager with rich working experience in the electric vehicle industry to co-ordinate the company's technical development. After two years of development, their company's technical level has once again reached the forefront of the industry.

Therefore, external job fairs will make the company's blood circulation faster and make the company more dynamic.

(Liu's original works, please click on the avatar to get permission)