Reshma wrote: Internal recruiting is recruiting employees who are already from within the organization by means of promotion and clinical advancement. Whereas, external recruiting is to look for new hires from outside. In internal recruiting current employees are given the opportunity for promotion. Skills and talents of internal recruits are better known than external hires. Internal recruiting can be sourced by succession management, talent inventories, employee development and internal job posting system. On the other hand external recruiting brings talent from outside. If a company needs talent which is lacked by the company external recruiting can identify high potential recruits from outside. New hires bring in their expertise which can be beneficial to the company. (Phillips & Gully, 2015). What are some possible outcomes if a company focuses only on internal recruiting or external recruiting exclusively?  -Internal recruitment improves employees morale which in turn increases.  -It is less expensive compare to external recruiting.  -It gives quick results.  -It has low risk. With external recruiting the new hires bring in new ideas to the company. -They bring in best solutions, and practices from other companies. -The company is benifited by diverse population with skills and experinces. -It is less likely to cause resentments with your current team. Zach wrote: Internal recruiting is the process of identifying current employees that are suited for promotion or transfer into other opportunities within the company. Ways to assess current employees for such opportunities include skills inventories, mentoring programs, performance reviews, multisource assessments/360 assessments, job knowledge tests, assessment centers, and clinical assessments. The results from these assessments provide ample insight to determine which employees possess the skills and motivation to further contribute to the overall business strategy. In contrast, external recruiting is the process of reviewing individuals from outside the company with the goal of hiring top performers, and/or those with high potential, to be part of the firm. Of primary concern at this stage is: maximizing fit (person-job, person-group, person-organization); accurate and ethical assessments; maximizing return on investment of assessments; generating positive stakeholder reactions; supporting the talent philosophy and human resource strategy; and establishing and reinforcing the employer image all while complying with employment law (Phillips, 08/2016, pp. 239, 242, 243, 244, 245). Internal recruitment often strengthens employee commitment and engagement and is usually quicker, with shortened onboarding time and lower costs (Bika, 2019). However, there are disadvantages to internal recruitment, including resentment among employees not chosen for advancement, gaps in the existing workforce as employees are moved into different roles, and stagnation of company culture. If a f ...

1. Reshma wrote:
Internal recruiting is recruiting employees who are already from
within the organization by means of promotion and clinical
advancement. Whereas, external recruiting is to look for new
hires from outside. In internal recruiting current employees are
given the opportunity for promotion. Skills and talents of
internal recruits are better known than external hires. Internal
recruiting can be sourced by succession management, talent
inventories, employee development and internal job posting
system. On the other hand external recruiting brings talent from
outside. If a company needs talent which is lacked by the
company external recruiting can identify high potential recruits
from outside. New hires bring in their expertise which can be
beneficial to the company. (Phillips & Gully, 2015).
What are some possible outcomes if a company focuses only on
internal recruiting or external recruiting exclusively?
-Internal recruitment improves employees morale which in turn
increases.
-It is less expensive compare to external recruiting.
-It gives quick results.
-It has low risk.
With external recruiting the new hires bring in new ideas to the
company.
-They bring in best solutions, and practices from other
companies.
-The company is benifited by diverse population with skills and
experinces.
-It is less likely to cause resentments with your current team.

2. Zach wrote:
Internal recruiting is the process of identifying current
employees that are suited for promotion or transfer into other
opportunities within the company. Ways to assess current
employees for such opportunities include skills inventories,
mentoring programs, performance reviews, multisource
assessments/360 assessments, job knowledge tests, assessment
centers, and clinical assessments. The results from these
assessments provide ample insight to determine which
employees possess the skills and motivation to further
contribute to the overall business strategy.
In contrast, external recruiting is the process of reviewing
individuals from outside the company with the goal of hiring
top performers, and/or those with high potential, to be part of
the firm. Of primary concern at this stage is: maximizing fit
(person-job, person-group, person-organization); accurate and
ethical assessments; maximizing return on investment of
assessments; generating positive stakeholder reactions;
supporting the talent philosophy and human resource strategy;
and establishing and reinforcing the employer image all while
complying with employment law (Phillips, 08/2016, pp. 239,
242, 243, 244, 245).
Internal recruitment often strengthens employee commitment
and engagement and is usually quicker, with shortened
onboarding time and lower costs (Bika, 2019). However, there
are disadvantages to internal recruitment, including resentment
among employees not chosen for advancement, gaps in the
existing workforce as employees are moved into different roles,
and stagnation of company culture.

3. If a firm does not have the talent in-house for an opportunity,
external recruitment is necessary. It can bring new skill sets and
opinions to the table as different experiences bring different
perspective as well as insights from other firms or industries;
provides broader candidate pools from which to draw fresh
talent; and can motivate current employees to perform at higher
levels if they see that current employees are being passed over
for opportunities. There is a downside to external recruiting,
however, including time and cost, limited understanding of the
company by new recruits, and the possibility that the new hire
will not adjust to the company’s culture (Chief, 2016).
Reference:
Bika, N. (2019, November 20). Eight advantages and
disadvantages of internal recruitment: Workable. Retrieved
January 7, 2020, from https://resources.workable.com/stories-
and-insights/advantages-disadvantages-of-internal-recruitment.
Chief, E. in. (2016, October 11). 6 Pros and Cons of External
Recruitment. Retrieved January 7, 2020, from
https://greengarageblog.org/6-pros-and-cons-of-external-
recruitment
Phillips, J. M., Gully, S. M. (08/2016). Strategic Staffing, 3rd
Edition [VitalSource Bookshelf version]. Retrieved from
vbk://978132357601