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Debate Structure:

1. Preparation (15 minutes)

Team 1: Post arguments for internal recruitment in the first column. Consider aspects such as:

Familiarity with company culture

Lower training costs

Career growth opportunities within

Team 2: Post arguments for external recruitment in the second column. Consider aspects such as:

Bringing new skills and perspectives

Expanding talent pool

Driving innovation

Include real-world examples to support your points

2. Debate

Present your arguments using the posts as reference. Use structured points and rebuttals.

Respond to opposing team’s points through comments and counterexamples.

3. Voting

Non-debating students: Add your vote and justification as a post in the “Voting & Reflection” column

Use comments to discuss the debate outcome and share reflections on each team's persuasiveness and use of information.

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Bringing New Skills & Perspectives

External recruits may have advanced technical knowledge or leadership experience unavailable internally.

Can bring best practice from other firms.

Larger Talent Pool

Expands beyond the existing workforce → greater choice and better chance of finding the “best fit.”

Useful for specialist roles requiring advanced qualifications.

Encourages Innovation & Diversity

New employees prevent “groupthink” and contribute fresh ideas.

More diverse teams foster creativity and adaptability.

Structured Training & Development

External hires often undergo comprehensive induction training to understand company culture.

Can also be given off-the-job training

Graduate recruitment schemes provide external recruits with formal training beyond what internal candidates might access.

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Familiarity with Company Culture & Procedures

Internal recruits already know the business’s values, policies, and operations.

This reduces the need for lengthy induction training, saving time and costs.

Lower Training & Recruitment Costs

Less need for off-the-job training, since employees already understand systems and products.

Advertising and selection expenses are avoided.

Reduces labour turnover by showing employees there are career opportunities.

Motivation & Career Progression

Opportunities for promotion increase staff morale and job satisfaction.

Builds loyalty and reduces absenteeism.

Reduced Risk of Bad Fit

Managers already know the candidate’s abilities, work ethic, and reliability.

Lowers the chance of “mismatched” recruitment decisions compared with unknown external hires.

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Access to a wider talent pool: While internal recruitment only limits the businesses exisiting workforce, whose skills are only to a certain level, hiring externally can open doors to a much broader range of candidates, including individuals with special abilities. They usually have fresh perspectives and can inject new ideas and appoarches into the business, helping to add dynamic and increase efficiency.

Raises the overall standard: exisiting employees may feel encouraged to improve their performance when seeing new excellent colleagues. This creates a healthy competition, where employees continously improve themselves. As a result, there will be a boost in productivity, leading to higher output produced.

Google often hires externally to bring in world-class engineers and AI researchers, allowing it to remain at the forefront of technological innovation.

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Is external recruitment better than internal recruitment ?

https://docs.google.com/document/d/17SRuGCP2ItMLGiI63SjMMKixf4iyoACp_QuFComdLGo/edit?usp=drivesdk

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Internal recruitment will significantly reduce the cost. This is because hiring people from the business cuts many costs due to the lower amount of training required compared to hiring externally.

Internal recruitment will provide familiarity with the business environment. This is because the workers employed have been working in the business before the recruitment happened. This can benefit the business in many ways because they will know more about the employee and the employee themself will require less time to understand company-specific processes, policies, and culture, allowing them to get up to speed and contribute to their new role much quicker than an external hire.

A real-life example of how this can benefit a business is Apple's when he was promoted to CEO. Cook’s deep understanding of Apple’s culture and operations made him an ideal candidate. His proven track record of operational excellence and leadership was crucial.

Internal recruitment opens up visible opportunities for employees to advance their careers within the company, showing them there's potential for growth. This will motivate multiple employees within the business because they will work harder to achieve a better position.

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We believe that internal recruitment is better than external recruitment for the following reasons.

First of all, the fact that internal recruitment is way more time and energy efficient is undeniable. When a business needs to fill a role, time is limited as they want to have a suitable workers as soon as possible so that it does not interrupt the whole production line. Hirring internally shortens the process significantly as there is no need to advertise widely, waiting for application, then interview. Moreover, when internally recruit, the business already know the knowledge and experience of the workers. This means that they don't need to waste time analyzing the strengths and weaknesses, as well as the evaluate whether this person is suitable for the role.

Cost is another critical issue. External hiring comes with expesnes like job advertising, recruiters, or to train employees. If we recruit workers inside the company, the workers are already familiar with the procedure and therefore reduce the cost of induction training. If cost can be cut, then why paying extra?

Above all, internal hires are already familiar with the systems, regulations, and culture. This minimizes risk and cuts down on training time. While internal recruits can contribute right away, external hires may need months to adjust. Therefore, efficiency is not merely a benefit of hiring people from within; it is the primary factor that allows businesses to thrive in dynamic marketplaces.

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Hiring from outside brings in skills and ideas that the current team might not have. New employees can challenge “the way we’ve always done things.” For example, Google often recruits top AI researchers from other companies and universities to stay ahead in machine learning. These hires bring cutting-edge knowledge that internal staff alone might not provide.

Hiring from outside also helps build more diverse teams—in terms of background, gender, ethnicity, and experience. And diverse teams are proven to be more creative and effective. Unilever, for example, uses external recruitment as part of its global diversity strategy, which has helped the company make better decisions and stay relevant to customers around the world.

Sometimes internal training takes too long. External recruitment lets companies recruit experts immediately. Think of startups: many hire experienced CFOs from established firms to quickly bring financial discipline and credibility, instead of waiting years to train someone internally.

Internal promotions sometimes favor loyalty over capability. External recruitment ensures companies don’t get into conflicts and can truly find the most qualified person for the job.

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Internal recruitment offers several strategic advantages that make it a preferred approach for many organizations. One of the most significant benefits is the familiarity internal candidates have with the company culture. They already understand the values, expectations, and work environment, which allows them to integrate seamlessly into new roles. This helps maintain a cohesive workplace atmosphere.

Another major advantage is the reduction in training costs. Internal hires are already acquainted with the company’s systems, tools, and procedures, which means they require less time and fewer resources to get up to speed. This efficiency not only saves money but also enables quicker transitions and productivity in the new role.

Internal recruitment also promotes career growth opportunities within the organization. When employees see that advancement is possible, it boosts morale and encourages them to invest in their development. This sense of progression fosters loyalty and reduces turnover, as staff are more likely to stay with a company.

Moreover, hiring from within often leads to a faster recruitment process. Managers can quickly identify suitable candidates based on known performance and potential. Finally, internal recruitment supports long-term succession planning, By developing talent from within companies.

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internal recruitment is great because the employees already have experience in the company field and understand the policies of the company, also the internal employees already has commitment with the company so that it will reduce the risk of employees turn back on the business

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Internal recruitment is the best method to fill out a business’s vacancy because it will not propose any additional cost for induction training, as the individual is already familiar with how the industry operates, which will increase profit margin. This will also save time and minimize loss of output for the time that the employee would be training.

It will also reduces mistakes caused by the employee if they were scouted through internal recruitment. When using internal recruitment, the employer could determine their skill set right away as the candidate has already worked in the industry, this leads to an reduction in costly mistakes made and risk of hiring someone who isn’t suitable for the job, preventing further cost for finding a replacement if the employee was dismissed due to inefficiency in working.

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Internal Recruitment Arguments:

1. Familiarity with Company Culture:

Internal employees already understand the company’s values, work environment, and processes, which reduces the time required for adjustment.

2. Lower Training and Onboarding Costs

Since internal hires are familiar with the systems, less time and money are spent on training.

3. Employee Motivation and Retention

Promotion opportunities encourage employees to stay longer and work harder, reducing turnover.

4. Real world example: Google often promotes internally for leadership roles, ensuring leaders align with its collaborative and innovative culture. HSBC promotes from within to save costs on onboarding compared to hiring outsiders unfamiliar with financial regulations. Unilever has strong internal career pathways, and many senior managers started as graduate trainees, showing that career growth motivates loyalty

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External Recruitment Arguments:

1. Bringing New Skills and Perspectives

External hires can introduce fresh expertise and innovative ideas that the current workforce may lack.

2. Expanding the Talent Pool:

Looking outside allows companies to access a wider range of candidates, including specialists.

3. Driving Innovation and Competitiveness:

Outsiders often challenge “groupthink” and bring insights from other industries from their previous experiences. They may also have a "customer" perspective, which can help businesses to improve and develop new features.

4. Real world:

Apple hired Angela Ahrendts from Burberry, who brought luxury retail experience that transformed Apple’s retail strategy.

Microsoft recruited AI experts from universities and competitors to strengthen its cloud and AI divisions.

Starbucks hired Kevin Johnson, with a background in tech, to modernise the company’s digital customer experience

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Bringing new skills: by adding diversity in skills, knowledge and ideas into the business, it gains new methods and information that may make a positive difference in different aspects eg. performance, operation, production.

Example: a traditional company hires an external IT manager with agile project management expertise, leading the team to adopt new, efficient collaboration methods and fostering growth

Expanding talent pool: finding new people and skill sets with different educational background or socio-economic brings a unique lens to strategic thinking and problem-solving, fostering greater innovation within the company

Example: Healthcare company hires specialized marketing manager from the education industry brings in better targetted campaigns towards parents and children.

Driving innovation: hire people with diverse backgrounds and with specialized skills, fostering fresh perspectives that challenge existing norms

Example: Google's approach of recruiting external talent from various fields to drive its innovative culture and develop new technologies by bringing in specialized expertise and unique problem-solving approaches that internal hires might not possess