What are the advantages and disadvantages of externally recruiting managers? Fundamentals of Management

The choice of externally recruited managers is wider, but the opportunities for internal employees are limited, and the promotion channels are limited.

External recruitment of management personnel has the following advantages:

1. The recruited personnel have external advantages. The so-called external advantage mainly means that the employee has no external baggage. Internal members (subordinates) of the organization only know his current working ability and working situation, but know little about his history, especially the failure record in his career. If you are proven to have the ability to work, you can quickly open up a job situation. On the contrary, if promoted from within, the subordinates may have a very deep impression of the failures and lessons learned by their bosses during their growth, which may influence the latter to boldly let go of work.

2. Helps calm tensions between competitors within the organization. An open management position in an organization may have several contenders, each hoping for a chance to advance. If employees find that their colleagues have been promoted but they have failed, they may become dissatisfied, slack off at work, disobey management, or even cause trouble. Hiring from the outside may ease these tensions.

3. Can bring fresh air to the organization. Candidates from outside can bring new management methods and management concepts to the organization. They are often not bound by too many rigid procedures and can work freely, thus bringing more innovation opportunities to the organization. In addition, because they have recently joined the organization and have no history of personal grievances with superiors or subordinates, they can pay less attention to the human network at work.

External recruitment also has many limitations, mainly as follows:

1. External personnel are not familiar with the internal situation of the organization and lack a certain personnel foundation, so it takes a period of time to adapt. Carry out effective work.

2. The organization cannot have an in-depth understanding of the applicant's situation. Although certain testing and evaluation methods can be used for reference during recruitment, it is difficult to accurately reflect a person's ability through several short meetings and several written tests. There may be a big gap between the actual work ability of the candidates and the selection, which may lead to the organization hiring some managers who do not meet the requirements. This kind of wrong selection can cause great harm to the organization.

3. The biggest limitation of external employees is the impact on internal employees. Most employees hope to have opportunities for continuous development in the organization and to hold increasingly important jobs.

If an organization frequently recruits managers from outside and forms systems and habits, it will block the promotion path of internal employees, dampen their work enthusiasm, and affect their morale. At the same time, talented external talents with development potential do not dare to come for interviews after learning about this situation, because once they apply, they will have a high starting point in the organization, but there will be very few opportunities for promotion in the future.

Due to these limitations, many successful companies emphasize that managers should not be easily recruited from outside, but advocate the use of internal training and promotion methods.