Chapter 4 - Review Question by simplyww https://padlet.com/huda_mohd/C4_4 4. Discuss the relative merits of internal versus external recruitment. What types of business strategies might best are supported by recruiting externally, and what types might call for internal recruitment? What factors might lead a firm to decide to switch from internal to external recruitment and vice versa? en-us 2016-07-29 04:26:33 UTC 2025-11-29 15:19:55 UTC hello@padlet.com https://padlet-assets.s3.amazonaws.com/icons/Lovecookie.png CHONG KIAN WOON 1142700455 https://padlet.com/huda_mohd/C4_4/wish/117326027 Merits of internal recruitment are that the organization will be more familiar with the motivation and work habits of the candidate, and it provides motivation to employees, since internal promotions do occur.
Merits of external recruitment include:
Candidates may he recently educated/trained and therefore have up-to-date skills and knowledge.Candidates might be more likely to be interested in and open to change and innovation.An organization is more likely to improve the situation of under utilization of
minorities and women.Strategies related to high levels of competition would be best supported by internal recruitment, since losing employees’ knowledge could hurt the organization. There
would likely be evidence internally if employees are committed to the organization.Strategies that require constant change and innovation would be better served byexternal recruitment.Clearly, an organization might need to switch recruitment strategies when the business strategy no longer matches. For example, when the Bell companies were divested from AT&T by the federal government the climate changed from an emphasis on stability and bureaucracy to one of entrepreneurial emphasis,flexibility, creativity, and customer orientation. Recruitment could not remain the same, and internal recruitment might not have been as effective, since the behaviors
required of employees were very different (unless training and
development was strongly oriented to increasing critical skills)
]]> 2016-08-01 23:34:05 UTC https://padlet.com/huda_mohd/C4_4/wish/117326027 1121116782 1131119295 https://padlet.com/huda_mohd/C4_4/wish/117336197 merits of internal recruitment are that the organisation will be more familiar with the motivation and work habits of the candidate, and it provides motivation to employees, since internal promotions do occur. Merits of external recruitment include: Candidates may he recently educated/trained and therefore have up-to-date skills and knowledge. Candidates might be more likely to be interested in and open to change andinnovation. An organization is more likely to improve the situation of underutilization of minorities and women. Strategies related to high levels of competition would be best supported by internal recruitment, since losing employees’ knowledge could hurt the organization. There would likely be evidence internally if employees are committed to the organization. Strategies that require constant change and innovation would be better served byexternal recruitment. Clearly, an organization might need to switch recruitment strategies when the business strategy no longer matches. For example, when the Bell companies were divested from AT&T by the federal government the climate changed from an emphasis on stability and bureaucracy to one of entrepreneurial emphasis, flexibility, creativity, and customer orientation. Recruitment could not remain the same, and internal recruitment might not have been as effective, since the behaviors required of employees were very different (unless training and development was strongly oriented to increasing critical skills).]]> 2016-08-02 01:45:55 UTC https://padlet.com/huda_mohd/C4_4/wish/117336197