Hiring the right employees can be quite a challenge that begins with quality recruitment efforts. The benefit of in-house recruitment is full disclosure in terms of reliability, skill, and attitude while promoting an employee means they are already familiar with the company in an intimate way. On the other hand, looking outside of the workforce allows employers to bring new blood into their firms. Weighing the pros and cons of external recruiting is, therefore, a necessity before promoting a current employee.
Because an outsider can bring a fresh perspective to a business culture, hiring from the outside may result in some new ideas. Meanwhile, the experiences of someone from another firm or industry may allow that individual to introduce a seasoned workforce to alternative methods or solutions to problems. Where a problem plagues operations in one field, another industry or business may have already solved that problem. Additionally, employers often grow accustomed to certain practices, so an outsider can offer a new direction.
Then again, external recruiting also has many downsides. Employees feel committed to their company when that business is committed to them. Bringing in an outsider may mean a longtime, loyal employee misses out on a promotion he or she rightfully deserves. It also forces the work community to adapt to a new personality and this can create friction. At the same time, external recruitment dictates greater costs in terms of a search and training. Consequently, it can lead to a delay in filling a significant position as well as a decrease in productivity.
Meanwhile, balancing the pros and cons of external recruiting is the real challenge for management and human resources. With external recruitment, a larger pool of applicants can mean the available position might be filled by someone with more extract qualifications while the process may uncover unknown talent that might be used to fill other positions. On the other hand, internal recruitment is less likely to lead to surprises as management should already know the employees, plus the available position can always be tailored to best fit the dedicated employee.
For certain positions, current employees may be a match made in heaven while others might require a far broader pool of applicants. While internal promotion may be the preferred course in many businesses, giving outsiders a chance at an available position offers many advantages. If possible, external and internal recruiting may well represent the best of both worlds. With external recruiting, management may encounter some unexpected results, yet this can be a good, or a bad thing that might be corrected by turning to inside the work environment.