What are the advantages and disadvantages of internal recruitment?

Enterprise recruitment generally adopts internal recruitment and external recruitment. External recruitment is a recruitment method that all enterprises will use, but many enterprises hold different attitudes towards internal recruitment. Some people think that internal recruitment has advantages and disadvantages, advantages and disadvantages. So what are the advantages and disadvantages of internal recruitment, and which enterprises are suitable to use this form of internal recruitment? Internal recruitment method: 1, internal promotion refers to letting employees with low positions apply for higher-level jobs, motivating employees to work and realizing their career planning. 2. Lateral transfer is to let employees of the same rank apply for positions that he thinks can give full play to their talents. Advantages of internal promotion: 1, recruitment cost and efficiency. Training and selecting talents from within has relatively low direct cost and high efficiency. However, there should be a systematic personnel training and selection system within the enterprise. 2. The effectiveness and reliability of the selection. The information between enterprises and employees is equivalent, 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 successful atmosphere, and achieve a better future. 4. Values. After long-term running-in, employees and enterprises have formed similar values and trusted each other on the basis of consistent goals. Employees have integrated into the corporate culture, recognized the values and behavior norms of the organization, and have a high degree of loyalty to the organization. 5. Learning cost. Internal staff are very familiar with the existing personnel, business model and management model of the enterprise, easy to communicate and coordinate, able to enter the role as soon as possible, with low learning cost, which is conducive to exerting organizational efficiency. 6. Attracting and retaining talents. With job seekers paying more and more attention to career development prospects and improving their own abilities, a perfect internal selection system can better retain existing talents and attract outstanding external talents to join. Disadvantages of internal promotion: 1. Due to the limited positions, the competition among internal employees may affect the relationship between employees, and even irreconcilable contradictions may occur, leading to brain drain, which enterprises are very unwilling to see; 2. The long-standing phenomenon of "inbreeding", "solidification of thinking" and "execution of will" in enterprises is not conducive to individual innovation and enterprise growth, especially for small and medium-sized enterprises; 3. There are no fresh things in the market; 4, internal selection is easy to cause internal contradictions, will make the original colleagues have ideas in their hearts, which may lead to staff turnover. Which enterprises are suitable for internal promotion and employment 1, when the cost of recruiting personnel from outside is too high and exceeds the income. 2. After a position is recruited from the outside, it is necessary to train suitable personnel for a long time, such as some industry technologies. 3. When it is impossible to recruit employees suitable for a certain position from outside.