Comparing the Advantages and Disadvantages of Internal and External Job Search

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Comparing the Advantages and Disadvantages of Internal and External Job Search Introduction Current economic conditions are forcing many enterprises today to evaluate how they will manage current and future personnel needs. There continues to be an abundance of qualified external candidates yet their business models are increasingly becoming more complex. This dilemma is forcing the issue of whether to rely on external or internal recruitment, which is the subject of this analysis. Empirically-derived studies of the economics of each point to the value of internal candidates being able to build on their expertise and intelligence, and therefore make even greater contributions over time (Chan, 1996). The contrarian argument today is that having external candidates enriches the expertise and knowledge of the firm (Julia, Rog, 2008). There is more debate on this topic than many others in Human Resource Management (HRM) and talent management, and it has the potential to be divisive throughout organizations where one group of managers believes one is superior to another (Shafique, 2012). Advantages and Disadvantages of External and Internal Recruitment The advantages of recruiting externally include the opportunity to gain new ideas, increase the speed at which a company can get new ideas and concepts into their organization and also reduce the costs of training to get the skill sets new prospects can deliver. Implicit in all of these advantages are the significant time

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