Scottish Highers Business Management Business Growth: Distinguish between internal and

Distinguish between internal and external recruitment. - Scottish Highers Business Management - Question 4 (a) - 2019

Question 4 (a)

Distinguish between internal and external recruitment.

Worked Solution & Example Answer:Distinguish between internal and external recruitment. - Scottish Highers Business Management - Question 4 (a) - 2019

Step 1

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Answer

Internal recruitment involves filling job vacancies from within the organization. This can be done by:

Recruiting existing employees: Organizations look to promote or transfer current staff who already understand the company culture and operations.
Advertising inside the firm: Job openings are posted internally, allowing employees to apply.
Inexpensive to advertise: Costs associated with internal recruitment are generally lower compared to external recruitment methods.
Can motivate employees: Internal opportunities can boost morale, as employees feel they have a chance for career advancement.
Saves time on induction training: Familiarity with company policies and procedures can lead to quicker onboarding processes.
Employee is a known quantity: The organization already has knowledge about the employee's skills and performance.
Routine is unlikely to change: Internal candidates are accustomed to the company's operations, which maintains workflow stability.
Relationships can be retained: Internal hiring can strengthen existing workplace relationships.

Step 2

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Answer

External recruitment entails filling job vacancies by seeking candidates from outside the organization. Key aspects include:

Recruiting new employees: Organizations look to bring in fresh talent and new ideas.
Advertise externally: Job openings are communicated to the broader market through various channels, increasing visibility.
Can be expensive to advertise: Costs can accrue from advertising vacancies in multiple external platforms such as job boards or recruitment agencies.
Can demotivate employees: Internal employees may feel overlooked if external candidates are preferred for promotions.
Brings in new ideas: External candidates may introduce innovative perspectives and practices not previously considered.
Unknown employees: The organization takes on risk by hiring unknown candidates, potentially leading to longer adjustment periods.
Diversity in skills: External recruitment allows an organization to obtain varied skill sets and backgrounds, enriching the workplace dynamics.
Selection from a vast pool: This method opens up a larger candidate pool, but the selection process may take longer.