BGN Entrepreneur

There are two kinds of recruitment, which are the internal recruitment and the external recruitment.
The term of internal recruitment refers to the recruiting within the existing workforce. It has several advantages over the external recruitment.
First of all, a considerable sum of money could be saved via internal recruitment. As the existing workforce is already equipped with inside knowledge of how a business operates, shorter periods of training and time will be required for them to ‘fitting in’.
Secondly, the one who has already got used to working with others within the organization is unlikely to greatly ‘disrupt’ the organization.
Thirdly, internal recruitment gives employees opportunities for promotion and to further develop new skills. It acts as an incentive to all the existing staff to work harder.
Last but not least, from the organization’s perspective, there is always a risk attached to employing outsiders who may only be a success ‘on paper’. Via external recruitment, the organization may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation. But an insider’s strengths and weaknesses will have been assessed.
However, there are several according disadvantages of recruiting.
First of all, internal recruitment is not draw upon a wider range of talent as the external recruitment is.
Secondly, an insider may be less likely to make the essential criticisms required to get the company working more effectively. So, it’s less likely for them to bring very new experience and ideas in to the business
Thirdly, the person who has been promoted need to be replaced and promotion of one person may also upset someone else at the same time.

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