What are the ways of external recruitment?

In some companies, external recruitment is mainly limited to entry-level jobs, which are usually supplemented by current employees through promotion. The possibility of promotion often improves morale and enthusiasm. Because the company gives employees a chance to be promoted in the company. A study found that promotion opportunities can lead to a decline in turnover rate, higher job satisfaction and better work efficiency. Analyze the advantages and disadvantages of internal recruitment, and the advantages of internal recruitment to organizations and employees. First of all, the organization has a better understanding of employees. If an organization has a list of employees' skills, it can be used as a starting point for internal recruitment, and it can also get employees' performance evaluation. By understanding the evaluation of the potential development of the candidate's current and former managers, you can have the opportunity to observe the candidate's work habits, work skills, ability to get along with people and adaptability in the organization. Organizations can obtain more accurate information about existing employees, thus reducing the probability of making wrong decisions. Secondly, employees have a better understanding of the organization and know its operation, values and culture, so that employees' expectations are inaccurate and the possibility of dissatisfaction with the organization is reduced. Create promotion opportunities and prevent possible layoffs. Promotion will play a positive and significant role in stimulating employees' enthusiasm and improving morale. If employees know that they have the hope of promotion and career development, they will work hard for the organization, which is also a reward for their performance and loyalty. On the other hand, if we always give priority to outsiders to fill job vacancies, it will have the opposite effect. Low cost. Compared with external recruitment, internal recruitment can save some manpower, material resources and financial resources in evaluation, testing and background information, and the recruitment speed is fast. At the same time, the organization can make full use of the capabilities of existing employees and get a certain return from the early human capital investment of employees. When a position is vacant, many employees will be considered to fill the position. Of course, most of them will be rejected, and some rejected candidates may have grievances.