The Benefits of Internal Recruitment
Internal Recruitment
Some argue that it is better to develop your own
organizational leadership internally than to hire it externally.
1- What reasons would they use to support their conclusion?
2-Would that strategy be appropriate for all organizations?
Why or why not?
We can talk about internal recruiting from a personal
perspective. I’ll bet if you’ve ever been turned down for a job that was filled
by an external candidate, you have an opinion about internal recruiting. This
is a serious discussion because of the impact that internal recruiting has on
the morale of the organization, the sustained knowledge base of the company,
etc.
3- Why hire people if they are permanently stuck in the job
they were first hired to do?
4- How can we maximize the talent we have in the company?
And, what are the cost implications of all this?
Second discussion:
External Recruitment:
In designing the communication message to be used in
external recruiting,
5- what kinds of information should be included and why?
6-Can anyone share an example of a good communication
message? A bad one?
Here is where we roll the dice more than with internal
recruiting. There used to be an old saying, “you don’t know if you hired
the right person until about three years after they start working for the
organization.”
7-Are we attracting good candidates or people?
8-who are good at interviewing and creating resumes or using
social networking to find a job? It’s more than getting the right message
out–the job posting–we have also considered the modality for delivering that
message.
