With all of the various methods of recruiting. It would seem wise for a manager to understand the outcome of some of these various recruiting methods. According to Thaler-Carter (1998), there is a special niche in having the ability to fill a job vacancy from within your organization (p. 72). It could be safe to say that many organizations desire a way to save money that they would normally spend on recruiting new talent to their organization. According to (“The Talent Within”, 1997), many organizations that hire from within are able to experience several benefits such as: cost effectiveness, quick results, increase with internal morale (para. 1). While there are probably more benefits then the ones mentioned if we focus on those alone we can
…show more content…
Disadvantages such as creating an environment that lacks diversity, that increases office politics and could limit creative ideals (p.75). This information is not saying that it is a guarantee that this will be the outcome for all internal recruiting. However, any good manager would see that it would be important to be aware of how this type of recruiting could affect the work culture. Having that understand would possibly insure that there is a healthy balance between internal recruiting and then external recruiting. After examining some of the advantages and disadvantages of internal recruiting. External recruiting could have some advantages and disadvantages as well.
According to Martins and Lima (2006), external recruiting has a way of obtaining a fresh pool of talent who are enthusiastic and ready to bring new energy to an organization. There is an increase in diversity and decrease of office politics (p.911). As a manager it could prove to be important to ensure that the work culture that is created includes having outside talent bring their untainted optimism to the organization. Perhaps having this unbiased pool of talent could help the organization find new approaches toward improve their brand. Because they are
Disadvantages such as creating an environment that lacks diversity, that increases office politics and could limit creative ideals (p.75). This information is not saying that it is a guarantee that this will be the outcome for all internal recruiting. However, any good manager would see that it would be important to be aware of how this type of recruiting could affect the work culture. Having that understand would possibly insure that there is a healthy balance between internal recruiting and then external recruiting. After examining some of the advantages and disadvantages of internal recruiting. External recruiting could have some advantages and disadvantages as well.
According to Martins and Lima (2006), external recruiting has a way of obtaining a fresh pool of talent who are enthusiastic and ready to bring new energy to an organization. There is an increase in diversity and decrease of office politics (p.911). As a manager it could prove to be important to ensure that the work culture that is created includes having outside talent bring their untainted optimism to the organization. Perhaps having this unbiased pool of talent could help the organization find new approaches toward improve their brand. Because they are