As a recruitment managern, should you use internal or external recruitment sources to maximize efficiency and effectiveness of recruitment? Why?

Thanks for invitation,

I do believe that this depending on lot of factors, part of it are:

1- Recruitment objectives and its allocated budget.

2- The External Recruitment manager profile, comparing to the Internal Recruitment one. 

3- Job descriptions which are looking for and its related candidats

4- others.

Thanks

Each resource has its features and faultiness, As per of me, I will treat each recruitment  indevidually! , so when I need to reduce the cost and short the procedures I will depend on internal resources, while when I am looking for new blood and new talents I will sreach into external resources.

Internal recruiters will be able to articulate and respond to questions about what it’s really like to work in your company in a way that external parties won’t. External recruiters will never know your business as well as your own staff, try as they may, because they don’t work in the organization on a day-to-day basis, experiencing all its nuances and political challenges. As a result, many organizations think that recruitment can be done better by an in-house team who know and live the corporate culture and understand stakeholders best.

In the model where external recruiters are placed on-site, they work with your teams every day, but they are still removed from the employee experience to a large degree. For them to hire for culture fit is a particularly difficult task.

One way to track success in this area is to measure culture fit, and there are a number of ways to do that. Compare success rates between your internal and external recruiters to see who is making better assessments of culture fit.

It depends on your human resource management plan wherein you define your objectives and recruitment strategies to support it.  internal recruitment can be based on the result of your learning and growth objective performance using effectively in-house talents and external recruitment could be a result of maintaining a competitive and balance talent workforce which cannot be achieved thru internal source. these external talents will be integrated into your HR strategic plan and become one of the growth drivers in working out your succession plan across departments.  

surely, if it can help minimize efforts and maximize efficiency than surely it will help organization to get results with less cost and time spend. 

Thank you for the invitation.

Internal recruitment is better than external recruitment sourcing.  External is a very expensive way to finding candidates and it is best to use Internal recruitment first.

By offering promotional roles to internal candidates, employers foster a sense of loyalty, engagement and long-term satisfaction by allowing growth from within. Some organizations first source talent internally through formal or informal measures, whereas others use internal and external strategies

However, this mixes HRM activities when proposing advantages for using internal recruitment resources because better known candidate can be target by external sources (Nicu and Sturz, 2008). However, other authors are more specific when addressing the advantages of internal recruitment resources for the recruitment 

Recruitment sources may be internal or external, but most use both sources, thereby increasing the chances of attracting candidates as well as prepared ... efficient;. – The likelihood of inappropriate decisions is much diminished;. – Motivating employee performance;. – Increase employee morale as promotion opportunities 

The primary difference between internal and external recruitment is:

o    Internal Recruitment refers to a source of recruiting manpower which have already exist within the organization.

o    External Recruitment is a little different as it involves the hunting of prospective employees from outside the organization.

Many organisations have started to realise the benefits of looking internally before they advertise a position or engage the services of a recruitment consultant.

The five reasons why this can be an excellent recruitment strategy:

Advertising on  job boards or in the press, pre-screening candidates and conducting interviews are all activities with a price tag attached to them. And for an organisation with a high staff turnover, this can be a very costly business indeed. It also consumes valuable HR time and resources which could be better spent focussing on improving morale and productivity among existing staff.

If at first you decide to look internally, the position really only needs to be posted on a notice-board or on a company intranet site and only a handful of suitable candidates need to be interviewed. There’s no need for extra reference checks, personality profile testing or extensive interviews since these would have been carried out when the staff members initially joined the organisation.

The average organisation spends over $1,000 a year on training for each employee; a cost that includes the time spent by managers and experienced co-workers in teaching and demonstrating the requirements of the job.

An internal recruit would need no orientation and far less training, as they are already familiar with the company process, goals, vision and ‘way of doing things’. They may even be familiar with and have performed some of the tasks in their previous role (i.e. an assistant manager being promoted to manager).

Organisations with a policy of promoting from within tend to have more highly motivated staff. If a person feels they will be rewarded for dedication and hard work, they are far more likely to take ownership of their position and give it their best efforts.

Internal recruits are also more likely to have previous knowledge of company policies and procedures. This means they will pick up the requirements of the new job more easily than someone brought in from the outside and thus will be more productive from the outset.

Rewarding talent and promoting from within engenders a culture of loyalty and stability. Staff absenteeism and retention rates are also likely to be better, which provides a greater return on the time and resources invested in each employee.

The staff is more likely to stay with the organisation if they are encouraged to improve their skills through further training and can see that there is a definite career path for them.

People are always looking to better themselves, so if you offer them the opportunity to do so within the organisation, they are less likely to look elsewhere and you avoid a costly ‘brain drain’ on your manpower resources.

As well as filling existing positions, internal opportunities can also be created for employees who demonstrate potential. By grooming talented employees to move into higher positions as they become available, the organisation can benefit from the skills and talent in its workforce.

Succession planning aims to ensure that the right people are in the right position at the right time to achieve the organisation’s business goals.

Internal recruitment is only successful if all employees have equal access to information about available positions and are all given the opportunity to apply. If a strict internal recruitment procedure is not adhered to, there may be resentment between employees and perceptions of favouritism.

Of course there are those who might argue that internal recruitment creates a resistance to change amongst employees and perpetuates old ways of doing things. This is not in the interests of an organisation that needs to be able to respond rapidly to a changing business environment.

Promoting from within has definite advantages, but to avoid this possibility of becoming ‘stale’ though lack of new blood, an organisation should ideally hire both internally and externally, depending on the kind of position and whether there are sufficient internal candidates to fill it.

Every new position filled leaves an old position vacant, so an organisation will be required to hire externally anyway from time to time. This creates the opportunity to introduce new people into entry-level positions, injecting new ideas and attitudes into the organisational gene pool.

I will use external, for an external, more talent wisdom and technical know-how can be harness. if the job has not been done all this while with my internal sources, it means we are still in the same boat so external will be the best

Hello, This can not be determined because the efficiency and effectiveness of the recruitment subject to the terms of the position and requirements, but in the case of development and integration with the outside advised external recruitment either development and internal integration or self-advised internal recruitment

In my point of view , the best profile to hire must be searched for everywhere ; its skills , experiences and personaity make difference above other candidates , so it may be found inside or outside the company , the most imprtant thing is to look hard for it.