The Main Advantages and Disadvantages of Internal and External Recruitment

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advantages and disadvantages of internal and external recruitment
advantages and disadvantages of internal and external recruitment

When hiring an employee internally to fill a different position, there is a good chance that you have already done the background verification at the time of joining. There are several other advantages of hiring internally as well. Existing employees already know how things work in your company and adjust faster to the new role, contributing to less downtime. You also have the advantage of already knowing your employee strengths and weaknesses and have a good idea how they will perform in the new position. Internal recruiting, however, is not without its drawbacks. The advantages and disadvantages of internal and external recruitment have their own advantages, but it is not possible to compare the two in all situations. An internal candidate can be an easy choice if you have been working with him or her for a long time and are aware of the strengths and weaknesses. This allows you to choose only those who fit your needs perfectly. You also have an advantage of being aware of the existing culture at your organization. For example, if there is a lack of diversity in your company, this may not bode well for hiring diverse employees and candidates from different backgrounds through external recruitment. External recruitment can help bring in fresh ideas and new perspectives that you might need to stay competitive. Additionally, since there are more options available compared to internal recruiting, you will be able to find someone who fits your requirements better than the internal fit. 

While it is easy to hire the people you already know and trust, external recruitment should be considered when none of your existing employees qualifies for the new position or you could benefit vastly from hiring a new candidate. The extra time and effort required for external recruiting will pay off when you find the perfect candidate for the job. An external hire will not only bring along new ideas but could also be the most qualified and experienced person for the job. Hiring an external candidate can have a lot of advantages if done correctly. The first and most important thing to remember when you are hiring externally is to make sure your business does a thorough background screening. This will help you avoid any potential problems that could arise if you hired someone with a sketchy past. It will also work to your advantage in the long run as you would want to make sure the applicant is telling you the truth about their past and had no outstanding warrants or was not convicted of any crimes.

Form 16 background verification will help you ascertain that a candidate is not giving you false information concerning their former salary. A Credit Check, when conducted as part of the same package, can help you determine whether they can be trusted with money. Form 16 verifications are an important part of the employment process in India. In this process, the employee submits their previous year’s Form 16 to their employer for review and approval. The employer then compares the details on the form with those provided by the candidates during the recruitment process. This helps both parties decide on what salary to offer and also avoid any discrepancies that may occur later on.