Internal vs external recruitment


Advantages and disadvantages

There are the advantages and disadvantages to both internal and external recruitment. It is up to you which argument you find more convincing:

Internal recruitment

Advantages Disadvantages
Internal recruitment can act as a process of career development, motivating employees to develop themselves The number of potential applicants is limited and the pool of skills may not be the best available
The candidate's induction period is shortened because of their understanding of the organisation's systems and practices The organisation has missed the opportunity to import "new blood" and fresh ideas
The candidate is already socialised into the culture It may not take equal opportunity into account as the profiles of existing employees are replicated - and it could even amount to indirect discrimination.

External recruitment

Advantages Disadvantages

It opens the organisation up to a larger pool of applicants, which increases the chance of finding the right person for the job.

It can take longer and also cost more than hiring from within the organisation

External recruitment provides an opportunity for a fresh outlook on the industry that a company may need to stay competitive.

It can also damage employee morale because current employees may feel this lessens their chances for promotion. When employee morale decreases, productivity can also decrease.
Bringing in fresh talent from the outside can help motivate the current employees to produce and achieve more in hopes of obtaining the next promotional opportunity. It also takes more time to train an external candidate on the systems the organisation uses, therefore taking the candidate a little longer to get up and running.