Improve external recruitment methods

Internal recruitment method is to announce job vacancies in the notice of working in the organization, search the skills and skills of existing employees in the job database, and find people recruited from internal employees in employment. External recruitment methods, including recruitment advertisements in newspapers, magazines and other media, seek employees from outside to fill vacancies. Both external recruitment and internal recruitment depend on the internal promotion and internal mobility strategy of the organization. So, organize recruiters, internal or external? What are the main issues to consider?

General Electric Company has been selecting CEO for decades, and many Japanese companies have managed it this way. Therefore, especially for internal promotion, the CEOs of companies such as IBM and Hewlett-Packard are "airborne" from the outside. Talent recruitment channels from organizations are generally divided into internal and external channels, which are often concentrated in actual operation. Some companies' external recruitment and internal recruitment are ignored.

Some enterprises' external recruitment is limited to entry-level positions, and positions above entry-level positions are usually supplemented by existing employees through promotion. Promotion may often be to improve morale and enthusiasm. Because the company gives employees promotion opportunities. For example, a study found that it may lead to a decline in turnover, higher job satisfaction, higher work efficiency and better promotion opportunities.

Analyze the advantages and disadvantages of internal recruitment.

1。 Internal recruitment

(1) Organizations and employees better understand each other's organizational advantages. First, organizations know their employees better. If you organize a list of employee skills, you can get the starting point of internal recruitment and employee performance appraisal, give them an opportunity to evaluate the development knowledge of current and former managers of their potential candidates, and observe their work habits, work skills, ability to get along with others and organizational adaptability. In an organization, existing employees can get more accurate information, thus reducing the possibility of making wrong decisions. Secondly, employees' understanding of the organization, and more importantly, their understanding of the organization's operation, values and culture will reduce the unexpected accuracy of such employees and the possibility of dissatisfaction with the organization.

(2) Create promotion opportunities to prevent possible overstaffing. Promoting and inspiring the enthusiasm and morale of employees will play a positive and important role. If employees know the organization that wants to get promotion and career development, they will try to reward their performance and loyalty. On the contrary, if you always give priority to foreigners to fill job vacancies, it will have the opposite effect.

(3) Low cost. Compared with external recruitment, internal recruitment, evaluation, testing and background information, it can save some manpower, material resources and financial resources, and at the same time, it can speed up recruitment. At the same time, organizations can make full use of the abilities of existing employees and invest in their past human capital in order to get a certain return.

2。 Disadvantages of internal recruitment

(1) is easy to cause inbreeding. Only by recruiting from within can we carefully ensure new ideas and reforms. For example, the concept of "we haven't done anything" and "no, he can do it well" is suffocating.

(2) may lead to a lack of unity between senior leaders and employees. Differences in employment are frequent among senior leaders, which is not only related to the contradictory focus of leadership power distribution, but also closely related to the prestige of leaders. This is a side political reason for the reform of the cadre and personnel system. Fierce infighting in enterprises has a negative impact on staff morale, and has not improved the performance of employees, especially several colleagues applying for the same position. This may lead to unhealthy conflicts and lead to interpersonal tension in the organization. Vacancy, many employees will consider filling this position, of course, most people will be rejected, and the rejected candidates may be disgusted. A study found that employees who refused to be promoted showed more anger and higher absenteeism rate.

(3) It may lead to subsequent problems. Employees may be too tall to work, and organizations need talented employees and strong management development plans to ensure that employees can take on greater responsibilities; Another issue is internal promotion based on qualifications or abilities.

(4) Excessive internal recruitment may lead to organizational closure. Continue to promote the status quo of talents to motivate employees from within. Organizations that need to improve their organizational processes should usually recruit from outside appropriately.

(5) Excessive internal recruitment may lead to a decline in work efficiency. For example, if you leave the organization and take over the subordinate position through the direct subordinate senior manager, you need to find someone to take over. When the hierarchical structure was extended to the end of the year, the first job attracted many people's attention. Almost all employees need some time to get familiar with their new jobs. Even when organizations with employees who have worked for many years need to adjust their thinking to new responsibilities and new employment opportunities and redefine their interpersonal relationships with colleagues, these people must play their new roles in the past and become emerging management difficulties in front of their colleagues, subordinates and colleagues in the past. Many people take up new employment opportunities, and the difficulty of internal recruitment may worsen. After these employees' work ability is equal to before, and their working relationship is redefined, such an inefficient country will change.

Advantages and disadvantages of internal recruitment. In the implementation of a small organization and a strategy, it is best to pay attention to stability and face the threat of external environment. When time or funds are limited, internal recruitment may be more suitable.

Advantages and disadvantages of external recruitment of organizations

Organizational channels for recruiting personnel from outside. Fast-growing organizations, or organizations that need to recruit a large number of skilled workers or managers, will need to recruit from other places.

1。 Advantages of external recruitment

(1) Choose a wide range of people. It is found that there are many choices from external recruitment and internal recruitment in terms of speaking skills, ability and quantity.

(2) External recruitment is conducive to bringing new ideas and methods. Externally recruited employees will bring "fresh air" to the organization and bring new skills and ideas to the organization. These new ideas, new ideas, new technologies, new methods, new values and new external relations make enterprises full of vitality and can help enterprises solve problems in new ways, which has been puzzling organizations. This is a more critical innovative enterprise. The system of university teachers is usually external recruitment, which requires new ideas and methods, academic research, and few people award him degrees and doctoral inauguration ceremonies in schools.

(3) Significantly save training costs. Obtaining skilled workers and managers from outside often reduces the training cost compared with internal training, especially in organizations that need such talents. This direct "takenism" not only saves training funds and time, but also saves the payment of "tuition" to gain practical experience.

2。 Disadvantages of external recruitment

(1) External recruitment, the risk of choosing the wrong person. This is because external recruitment has attracted more difficulties in contacting people and evaluators.

(2) It takes a long time to train and adapt. Even if this is a very simple organization, employees need to be familiar with the personnel, procedures, policies and organizational characteristics of the organization, which takes time.

(3) Internal employees may feel neglected. The influence of external recruitment People in the organization think they have the ability to make staff morale vacant.

(4) External recruitment may be time-consuming. Compared with internal recruitment, both high-level talents and low-level talents need high recruitment fees, including recruitment fees, advertising fees, testing fees, expert consultant fees and so on. Employees from outside usually need a long time to understand the organization, its products and services, colleagues and customers, and complete the process of socialization. Although candidates may have excellent skills, experience or training experience and succeed in other organizations, these factors cannot guarantee the same success and ability to adapt to the new organization and new organizational culture.

The research on the combination of internal and external recruitment shows that it is best for enterprise recruiters to adopt the method of combining internal and external recruitment. Specifically, whether it tends to be internal or external, according to the relative position of organizational strategy, job category and labor market factors, the organization is in. Internal recruitment and external recruitment are effective ways to recruit middle and senior managers in organizations. In practice, there is no standard answer. In general, to maintain a relatively stable middle-level manager in an organization, it may be necessary to be promoted from within the organization. Senior managers need to introduce a new style by introducing suitable people from outside in the new competition.

When internally recruited employees see new career development opportunities, they will have job satisfaction and motivation. In addition, existing employees fill vacancies to ensure that these employees adapt to the organizational culture to a certain extent. However, if the internal recruitment system is unfair, other problems will arise.

The best way is to establish a fair process to avoid the negative impact of internal recruitment or promotion, because if this process is fair and reasonable, people will accept failure. If you have a fair promotion procedure, most people can accept failure and maintain high productivity. First of all, use objective selection tools to avoid subjective selection methods, based on unplanned interviews, employees' reputation and the introduction of a letter. In the selection process, interview or test can be used to objectively evaluate the job description you need. Target selection method is used to provide information. The selection process is fair to employees, and the possible positions are directly related to abilities, not preferences. Second, open communication with job seekers. Inform job seekers about their jobs and successful job seekers in the selection process and decision-making process to ensure the standards that the public must abide by. For example, an assignment needs communicative competence, which is the decisive factor. We must put this sentence in the first place. Third, unsuccessful job seekers provide feedback. Inform unsuccessful job seekers of the results and reasons of the decision, so as to help analyze their own strengths and weaknesses, clarify their needs for improvement, and thus provide vacancies for feasible candidates.