Internal vs External Recruitment
Internal and External Recruitment
The recruitment is not just about hiring new employees to the organization. Human Resources is also partially responsible for the motivation and career development of employees and the internal recruitment is one of the best tools for employees, who want to build their own career path in the organization.
The recruitment process should not distinguish among job candidates generally. But in the reality, the organization has to set the rules for the internal recruitment as it can keep the smooth operation of the services.
The employees cannot be allowed to change their job positions freely, just on the basis of their requests. When they ask for the promotion or the change of the job content, they should always meet several qualifying criteria. Human Resources is responsible for setting such criteria as the managers and employees know, what they are obliged to meet, when the internal job change occurs.
When to use the internal recruitment?
The internal recruitment is the best recruitment source for the projects and initiatives, where the business case is not completely positive. The internal recruitment should be always used as the first option, when the job vacancy is not confidential and there is a chance to find the replacement internally. The internal recruitment is good for the job positions, which need a knowledge of the organization and its corporate culture.
The internal recruitment is a good recruitment source, when the organization sets a new project team, which should be focused on the innovation of the products and services. The internal job candidates have a better recognition from other employees and they do not have to invest a lot of time to building trust and new relationships.
The internal recruitment should be used for the top potentials to allow them to grow in their career.
When to use the external recruitment?
The external recruitment should be used at least as the comparison for the internal recruitment.
The recruitment is not just about hiring new employees to the organization. Human Resources is also partially responsible for the motivation and career development of employees and the internal recruitment is one of the best tools for employees, who want to build their own career path in the organization.
The recruitment process should not distinguish among job candidates generally. But in the reality, the organization has to set the rules for the internal recruitment as it can keep the smooth operation of the services.
The employees cannot be allowed to change their job positions freely, just on the basis of their requests. When they ask for the promotion or the change of the job content, they should always meet several qualifying criteria. Human Resources is responsible for setting such criteria as the managers and employees know, what they are obliged to meet, when the internal job change occurs.
When to use the internal recruitment?
The internal recruitment is the best recruitment source for the projects and initiatives, where the business case is not completely positive. The internal recruitment should be always used as the first option, when the job vacancy is not confidential and there is a chance to find the replacement internally. The internal recruitment is good for the job positions, which need a knowledge of the organization and its corporate culture.
The internal recruitment is a good recruitment source, when the organization sets a new project team, which should be focused on the innovation of the products and services. The internal job candidates have a better recognition from other employees and they do not have to invest a lot of time to building trust and new relationships.
The internal recruitment should be used for the top potentials to allow them to grow in their career.
When to use the external recruitment?
The external recruitment should be used at least as the comparison for the internal recruitment.