Present the advantages and disadvantages of recruiting through an internal search - Essay Example

Recruitment through Internal Search – Advantages and Disadvantages Introduction This paper attempts to elaborate on both the advantages and disadvantages, related to recruitment by means of an internal search. Before focusing on these pros and cons, it won’t be out of place in having a basic understanding of what actually the concept of “recruitment through internal search” means. As suggested by the name itself, it refers to the process of appointing people who are already working for the organization, in various vacant posts.

Advantages Perhaps, the biggest advantage of recruiting by an internal search is attributable to the fact that, the same substantially minimizes the costs related to recruitment. The fact that recruiting outsiders entails incurring of added costs warrants no special mention, and also, relatively more time is consumed in this process of external recruitments. In addition, when a company is driven by the policy of internal recruitments, a noteworthy rise in the levels of employee motivation can be seen.

Each employee would display more commitment towards their job, for they know that the same could assure them of speedy growth in the organization. (1) Last but in no way the least is the key aspect that, when an existing employee is recruited for a position, the organization need not spend too much of time and money in providing training. This is because; the employee in question already has an understanding about the manner in which the organization functions. They are already fully aware about the guiding policies and principles, based on which the organization operates. (1) Disadvantages Just as there are two sides to a coin, likewise, the aforementioned advantages are just one angle of the concept of “recruitment through internal search”.

And the other side of the coin, in this case, is constituted of some disadvantages related to this kind of recruitment. Probably, the greatest drawback of internal recruitment is that, there would be a drastic drop in the inflow of innovative concepts and ideas, into the organization. By recruiting externally, new talent finds its way into the organization, bringing several novel ideas along with it. That is just not possible when the focus is solely on appointing existing personnel. (1) Also, it needs to be admitted that, when the recruitment policy of an organization chooses to go only by internal recruitments, the same could lead to intense conflicts between the personnel.

For, every employee then wants to occupy the concerned position, even at the cost of jeopardizing the career of their colleagues, who are equally competent to hold that post. Invariably, this leads to a scenario where there is an alarming drop in adherence to professional ethics. (1) It also has to be noted that, with regard to internal recruitment, there is every possibility that the management could be biased for/against a given employee. Owing to that, the organization could be needlessly divided into several groups, and this scenario is fully against the long-term interests (of the organization). (1) Conclusion This write-up can be concluded by stating that nothing concrete can be stated about whether or not to adopt the process of recruitment by internal search.

In this context, it can be said, it is only the concerned organization that can decide about its stand on these types of recruitment (by internal search). As a matter of fact, the vital aspect of whether this pattern of recruitment is beneficial to the organization differs for every case. There are organizations that have found it to be indeed beneficial, whereas; some other organizations were impeded by the disadvantages discussed above. Source 1) “What Advantages and Disadvantages of Internal Recruiting”, blurtit.

com/q478868.html, Internet, NP, ND.