merit and demerits of internal recruitment .....
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#Advantages of Internal Recruitment
There are many perks to looking to your existing talent first. From money savings to employee engagement, here are some of the positives you can expect from the internal recruitment process.
1. Reduces Time to Hire
Compared to external recruitment, which requires you to start a square one with fresh faces that you know nothing about, you’re already familiar with your internal candidates. This allows you to skip many of the steps of full life cycle recruiting, including external job postings on job boards and elsewhere, and the evaluation process.
You also already have access to their pay history, past performance reviews, and background checks. With fully vetted candidates who are familiar with your company culture, you save time and can get your positions filled quickly. And you can do it without much of the training and onboarding of a brand-new hire.
2. Shortens Onboarding Times
Unlike an outside hire, you won’t have to spend months explaining how payroll works or setting employee behavior expectations. Your internal hire already knows the overall company rules and fits in well with the culture. They’ve made connections, too, so you won’t have to spend extra time helping them form relationships. Even if the role is brand new to them, they understand its place in the larger picture of your business, because they know your business.
3. Saves Money
What happens when you reduce time to hire and shorten on-boarding times? You save money. In addition to resources saved on finding and training staff or hiring managers, you cut back on cash used for things like using outside recruiters, conducting external recruiting, attending job fairs, and running background checks. If you factor in that many internal employees are up to speed on their new jobs and producing faster than new hires, that’s an additional value you can add to your bottom line.
Another great way to recruit talents efficiently is by hosting a LinkedIn Party. The concept is simple: Invite employees to a gathering of some sort. It can be as simple or elaborate as your timing, resources, and budget allow. But at a minimum, consider offering drinks and snacks.
During the gathering, each attendee signs onto LinkedIn and contacts friends, acquaintances, and former coworkers that may be relevant candidates for your open positions.
This party helps spur a concentrated effort of sourcing — and it provides a fun environment for employees to spend time together. Pro tip: Consider offering a prize to the employee that reaches out to the most people during the party.
4. Strengthens Employee Engagement
Do you know what happens when word gets out that a company is looking to hire within? Employees get excited about the prospect of a future of career growth. When investing in people becomes part of your brand, good things happen. It creates positivity in the work culture and sends a message to those outside of the company that working for you has
#Disadvantages of Internal Recruitment
While the benefits of this practice shouldn’t be ignored, it’s not a perfect plan. There are some drawbacks to an internal recruitment strategy that everyone involved with the hiring process, from Human Resources teams to managers, should know about before they begin.
1. Creates Conflict Amongst Colleagues
In any situation, it can be difficult to embrace a new boss. But what happens when the new boss is someone who used to be a peer? Hiring internally can cause hard feelings among co-workers who can’t adjust to the new shift in roles and responsibilities. Those who applied for the job, but didn’t get it, can become bitter over time.
2. Leaves a Gap in the Existing Workforce
While internal recruitment is an effective way to fill new roles, it almost always leaves a vacancy. How do you plan on filling the role that the promoted employee left behind? In the end, you could use internal recruitment to fill that role, leaving yet another hole. It’s an endless cycle of shuffling employees that may ultimately end up with you seeking external candidates to stop the swap.
3. Limits Your Pool of Applicants
Let’s face it. Your employees, while talented, may not have everything you’re looking for in a new hire. That means you may need to look outside of your company to find someone with very specific or technical skill sets. Not only that, but someone from a different industry may be better suited to bring a fresh perspective to a role as well.
4. Results in an Inflexible Culture
One other danger of only hiring from within is that things may get too comfortable for your employees. When groups aren’t refreshed with new faces every now and again, cliques can form and workers may become resistant to change. This type of inflexible culture may bring out the worst in your workspace, because change can be seen as a threat to how they’ve always done things. Consider how to implement new ways of doing things, even with the same people doing the work.
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