# data[].attributes.body
Requires more training which may be costly

# data[].attributes.body
This means bringing in new and original ideas and diversifies the company

# data[].attributes.body
Employees don’t know any differently and may be missing out on outside opportunities and outside brainpower

# data[].attributes.body
Reducing costs

# data[].attributes.body
New talent and additions can allow different mindsets and new ideas

# data[].attributes.body
Can miss out on new and outside perspectives

# data[].attributes.body
not much training can also be a con being that training is beneficial

# data[].attributes.body
not much training

# data[].attributes.body
commitment is important which may not be ideal for someone

# data[].attributes.body
internal promotion

# data[].attributes.body
There is already training done by employees for the specific job, so less costly and timely to hire

# data[].attributes.body
They have been trained a certain way by being in the company for so long.

# data[].attributes.body
Allows company to be more diverse, bringing in new perspectives and ideas from those who have had experience elsewhere.

# data[].attributes.body
Have to train workers because they do not have much experience.

# data[].attributes.body
More expensive than hiring from your internal labor market

# data[].attributes.body
It can bring in fresh ideas into the company. Diversity is good for innovative companies

# data[].attributes.body
Relying on the internal labor market for new hires can create a very homogenous company both in terms of values and race/ethnicity. Thus, it can lead to EEO issues

# data[].attributes.body
The internal market has already conformed and integrated with the companies culture. They also understand the business internally.

# data[].attributes.body
You don’t know how they work, you don’t know the reliability of their work

# data[].attributes.body
New ideas and new perspectives, different background with industry experience

# data[].attributes.body
No new ideas or perspectives

# data[].attributes.body
Easy to hire, promotes trust, know how they work already

# data[].attributes.body
Barely any training and unsure if the employee could do the task appropriate and it could be expensive to hire

# data[].attributes.body
New talent and new ideas and possible lifelong employees being hired or possibly a new ceo etc

# data[].attributes.body
They can leave anytime they want which is a risk.

# data[].attributes.body
Less innovation and new ideas coming into the company and making an echo chamber

# data[].attributes.body
Promoting already trustworthy employees reducing risk

# data[].attributes.body
There could be higher risks

# data[].attributes.body
Potential significant learning curve to adapt to the new environment

# data[].attributes.body
You bring in new ideas.

# data[].attributes.body
Could get a very lazy person

# data[].attributes.body
Employee satisfaction

# data[].attributes.body
slower start (getting them up to speed) and maybe develop trust of others

# data[].attributes.body
More of a shot into the dark

# data[].attributes.body
Not tied down

# data[].attributes.body
there could be issues with integrating employees

# data[].attributes.body
It allows your hard work within the market to pay off eventually through promotions. Also less cost towards onboarding and training programs.

# data[].attributes.body
The team might not fully trust the external labor market, divide in corporate culture

# data[].attributes.body
Lack of additional perspectives and limited selection of candidates.

# data[].attributes.body
It is always an opportunity cost that you miss out on a potential external candidate who can bring so much more value with other knowledge.

# data[].attributes.body
Does not foster new ideas or culture

# data[].attributes.body
Familiar faces so precious work connections can still exist, no need to to catch up on how things tend to be run or who does what etc.

# data[].attributes.body
New perspectives

Saving on training

# data[].attributes.body
Outside perspectives, perhaps even from competition within the industry

# data[].attributes.body
Pros:

Higher amount of training/more commitment to you as an employee

Higher pay for time in position

Trust is established

Cons:

Power status is hard to navigate

Diversity levels

Training costs

# data[].attributes.body
there can be culture clashes between new employees and an already established company culture which could be harmful for existing employees/people who have been at the company for a long time

# data[].attributes.body
You many be unfamiliar with your coworkers and it’ll be hard to collaborate

# data[].attributes.body
You can outsource and find new ideas and more diversity

# data[].attributes.body
Variety of recruitment opportunities

# data[].attributes.body
Lack of accountability/trust

# data[].attributes.body
Might have to spend resources training and interviewing whereas internal you already know what the workers are capable of

# data[].attributes.body
Saving on training, could offer new insights that the company haven’t thought of

# data[].attributes.body
Training costs and time

# data[].attributes.body
new ideas and perspectives

# data[].attributes.body
New skills/view and strategies from outside of the company

# data[].attributes.body
New ideas may cause too much friction

# data[].attributes.body
New ideas and bringing a diverse mind to the business. This allows the company to not be stagnant, and thrive as a moving entity

# data[].attributes.body
Able to get new insights on your company

# data[].attributes.body
fresh ideas and new ways of thinking that maybe wouldn’t have been there if they weren’t externally sourcing

# data[].attributes.body
Lack of diversity

# data[].attributes.body
Decreased employee morale and potential resentment

# data[].attributes.body
Less knowledge and need to spend extra time gaining knowledge and making new relationships

# data[].attributes.body
New talent can help create new culture and ideas

# data[].attributes.body
Bringing INNOVATION to the company

# data[].attributes.body
internal has a smaller pool of candidates

External takes longer to implement in new position

# data[].attributes.body
New perspectives

# data[].attributes.body
Unfamiliar with their work habits.

# data[].attributes.body
Reduces onboarding

Saves money

# data[].attributes.body
Fresh ideas and opportunity for more creativity by starting new

# data[].attributes.body
Previous exposure to the organization eliminates some of the need for training and building trust.

# data[].attributes.body
A large number of new ideas

# data[].attributes.body
lack of diversity

# data[].attributes.body
Internal Transfers can be much easier than bringing someone externally because that person is accustomed to the company culture. They know what is expected and onboarding is much faster.

# data[].attributes.body
It is costly to train people, lots of money spent tailoring them

# data[].attributes.body
Reduced hiring time, trust, increased engagement

# data[].attributes.body
Limited candidates, limited contribution

# data[].attributes.body
When a subordinate is promoted peers that were at the same level may not see them as an authority, but an “equal”

# data[].attributes.body
Might creat an echo chamber (everyones the same!)

# data[].attributes.body
no new perspectives

# data[].attributes.body
Harder to innovate and find new ideas

# data[].attributes.body
Some kind of relationship with the company and loyalty

# data[].attributes.body
Lack of fresh perspectives

# data[].attributes.body
knowledge of the organization

# data[].attributes.body
You know the people your hiring (avoiding unforseen problems with new hires)

# data[].attributes.body
You can save extra cost

# data[].attributes.body
Lack of new ideas, you would get stuck in a rut with the same people producing same levels of outlook. Having fresh ideas can be quite important

# data[].attributes.body
Previous knowledge and already made relationships (that have trust)

# data[].attributes.body
more committed to the company’s values and mission, which increases job satisfaction and job productivity

# data[].attributes.body
You are already familiar with their work capabilities

# data[].attributes.body
know employees rly well so you know what they’re good at and what they aren’t good at

# data[].attributes.body
Internal knowledge/relationships

# data[].attributes.body
There could be a lack of innovation

# data[].attributes.body
Employees know the company and how it works

# data[].attributes.body
You already know the person and know their capabilities

# data[].attributes.body
You know the persons capabilities

# data[].attributes.body
Relationship have been established and they are already familiar with the organization.

# data[].attributes.body
Time to adapt to culture

Possible more training

Long time to find candidate

Has to earn respect from new team

# data[].attributes.body
Don’t know a lot about the person

# data[].attributes.body
New ideas

Different perspectives

Unique skill set

Diverse skill set

# data[].attributes.body
Takes time train and get used to the organization and become effective. Can be costly to recruit.