When a company hires its existing employee to fill a vacancy, it is termed as internal recruitment. It is usually done with the aid of effective recruitment software. Most of the executives and managers in larger organizations are internally recruiting employees because of the need for varied skills and for better loyalty. Internal recruitment also has advantages and disadvantages in various contexts. Here are some of the advantages in using internal recruitment.
Skills and Motivation – Internal recruitment allows recruiting agents to easily judge the job applicants because their performance and skills have already been evaluated previously by the company. On the part of the existing employees, it makes them become motivated to aim for career development. Everybody wants improvement in their career so they will easily grab the opportunity offered to them.
Cost and Time – The recruiting company can reduce the cost and time in advertising the job vacancy and training new individuals for the job. All they need to do is to post the vacancy notices in places where employees can easily access it. Notices can be displayed on notice boards, on the company website, or by sending information through the company electronic mail.
Employee Retention – Of course, existing employees are most likely to choose to leave a company if they do not see any promotional chances. Hence, internal recruitment may help the company retain its good employees who are planning to resign.
Disadvantages of Internal recruitment
Limited skills and approaches contributed to the organization – Since the existing employees have already demonstrated their skills and ability, then companies may not find another set of skills that may needed in order to boost office productivity. Basically, not all employees possess the quality needed for a positive organizational change. Internally hired employees are less likely to contribute new approaches, ideas, and skill as compared to externally hired people.
Emergence of new vacant positions – When an existing employee gets promoted, his or her position will be vacant. Therefore the company has to look for other individuals to fill the vacant position. The unending replacement process to fill vacancies left by promoted employees can be tricky.
Friction among the employees – Internal recruitment may lead to disappointment on the part of those who are not promoted. Others may feel envy because they will sense that they are not valued by the company. There will be unsatisfied employees every time who were not given the chance to be promoted, and this may result to poor productivity. They may feel that the company can only be neutral among the existing employees by hiring external individuals.
With these things in mind, one must be careful in tapping this new type of recruitment using recruitment software. Any organization must first take into consideration both the positive and negative implications of internal recruitment of employees before filling open positions. The consequences of conducting internal recruitment may be different from companies or organization to another. And also, it is based on the level of the position to be filled in.
