The key term internal recruiting strategy is defined as the promotion of “employees from within an organization to fill upcoming positions”, “to fill certain tasks or may be permanent changes”.
Applegate, M. (n.d.). Difference between the internal and external recruitment strategies. Retrieved from Small Business .
Summary
An article "An Inside Job: More Firms Opt to Recruit From Within" by Rachel Emma Silverman and Lauren Weber talks about a practice of hiring employees from within an organization. The process of internal recruitment starts from constructing an in-depth policy, which lay out all the rule of internal recruitment. Following by a job posting system so all the employees can sign up profile and resume to apply for the position. …show more content…
With an organization that constantly aims to enhance and develop itself, manpower is very rudimentary. However, opening employee selection would cost time, money, and effort in training new employees and waiting for them to integrate with the new place. Therefore, internal recruitment is introduced to allow employers to use the available personnel to work on a certain project.
The first oblivious benefits the saving the cost of recruiting fee, training to adopt company culture, and advertising. According to the Saratoga Institute, the average cost of internal recruitment is less then external recruitment by 1.7 times, $8,676 compare with $15,008 (Schawbel, 2012). The second advantage is the ability to asset the employee more accurately since the organization already has information about them. For instance, Shaw Group Inc., an engineering company, is working on a management system that stores a great deal of database, which can “track workers’ skill and experience” of its 27,000 employees (Silverman & Weber, 2012). Internal recruiting is a way to gain talents with minimizing the cost and more reliable on evaluating work performance. Many big corporations view internal recruiting as a strategic management that completely utilizes the current manpower. Many big companies and industries such as Cisco by using Talent Connection for employee to create profile in apply for new …show more content…
Overusing Internal recruiting will result in the inability to find new potential outsiders if a company keeps filling open positions with current employees. It could reduce the diversity in the workplace and address growth in unemployment due to the employee utilization. The increase of competition within a company can push employees to perform at their peak but can be counterproductive sometimes (Root III). Employees may find stresses and frustration when not be able to complete the tasks. Or their need of recognition will drive them to focus only on competing for the reward or promotion. Although it can push them to a higher level of productivity, they will become busy with competition and gradually neglect dedication to the task at hand (Root III). The solution is to balance between the internal recruiting and external recruiting. Jobs that require high-demand profession should have both specialists from the outside and internal employees who want to advance their skills. Despites the shortcomings, internal recruitment increasingly plays a key role in hiring
Applegate, M. (n.d.). Difference between the internal and external recruitment strategies. Retrieved from Small Business .
Summary
An article "An Inside Job: More Firms Opt to Recruit From Within" by Rachel Emma Silverman and Lauren Weber talks about a practice of hiring employees from within an organization. The process of internal recruitment starts from constructing an in-depth policy, which lay out all the rule of internal recruitment. Following by a job posting system so all the employees can sign up profile and resume to apply for the position. …show more content…
With an organization that constantly aims to enhance and develop itself, manpower is very rudimentary. However, opening employee selection would cost time, money, and effort in training new employees and waiting for them to integrate with the new place. Therefore, internal recruitment is introduced to allow employers to use the available personnel to work on a certain project.
The first oblivious benefits the saving the cost of recruiting fee, training to adopt company culture, and advertising. According to the Saratoga Institute, the average cost of internal recruitment is less then external recruitment by 1.7 times, $8,676 compare with $15,008 (Schawbel, 2012). The second advantage is the ability to asset the employee more accurately since the organization already has information about them. For instance, Shaw Group Inc., an engineering company, is working on a management system that stores a great deal of database, which can “track workers’ skill and experience” of its 27,000 employees (Silverman & Weber, 2012). Internal recruiting is a way to gain talents with minimizing the cost and more reliable on evaluating work performance. Many big corporations view internal recruiting as a strategic management that completely utilizes the current manpower. Many big companies and industries such as Cisco by using Talent Connection for employee to create profile in apply for new …show more content…
Overusing Internal recruiting will result in the inability to find new potential outsiders if a company keeps filling open positions with current employees. It could reduce the diversity in the workplace and address growth in unemployment due to the employee utilization. The increase of competition within a company can push employees to perform at their peak but can be counterproductive sometimes (Root III). Employees may find stresses and frustration when not be able to complete the tasks. Or their need of recognition will drive them to focus only on competing for the reward or promotion. Although it can push them to a higher level of productivity, they will become busy with competition and gradually neglect dedication to the task at hand (Root III). The solution is to balance between the internal recruiting and external recruiting. Jobs that require high-demand profession should have both specialists from the outside and internal employees who want to advance their skills. Despites the shortcomings, internal recruitment increasingly plays a key role in hiring