Enterprise Management: Advantages And Disadvantages Of "External Recruitment"

"External recruitment" means

Planning, recruiting outstanding and suitable talents from outside the enterprise into enterprises and putting them in proper positions.

Compared with internal manufacturing, the cost of "external recruitment" is higher, and there are also greater risks, but there are also advantages.

(1) the advantages of "external recruitment":

1., it is beneficial to establish an image.

"External recruitment" is an effective way of external communication. "External recruitment" will play an advertising role. In the process of "external recruitment", enterprises will publicize themselves among their employees, customers and other outsiders, thus forming a good reputation.

2. bring new ideas and new technologies.

From the "external recruitment" staff to the existing

There is a new and bold vision, and a little subjective bias.

The typical internal employees have been completely assimilated by the organizational culture. They can neither see where the organization is to be improved, nor do they have the awareness and impulse to reform and improve themselves. The whole organization lacks the sense of competition and atmosphere.

Through the "external recruitment" of outstanding technical and management experts, resulting in "catfish effect".

Virtually put pressure on the original employees of the organization to stimulate their fighting spirit and potential.

3., it is good for recruiting talented people.

The "external recruitment" talents have a wide range of sources and have enough choices to bring in many outstanding talents, especially some scarce compound talents.

So as to save internal training and business training expenses.

4., we can ease the tension between our competitors.

Due to limited vacancies, there may be several candidates in the enterprise. Bad competition between them may lead to conflicts and mutual exclusion.

Once an employee is promoted, other candidates may be dissatisfied, passive and lazy.

"External recruitment" can make the internal competitors get some psychological balance and avoid the disunity among the members.

1. long screening time and great difficulty.

The organization hopes to be able to accurately measure the candidates' ability, character, attitude, interest and other qualities, so as to predict whether they can meet the expectations of the organization in their future jobs.

Research shows that these measurement results are of moderate degree of prediction. It is rather difficult to make scientific recruitment decisions by relying solely on these results.

For this reason, some organizations also adopt such methods as recommendation letters, personal data, self assessment, job simulation and so on.

Each of these methods has its own advantages, but there are also different degrees of defects, which makes the employment decision time longer.

2. slow to enter the role.

"External recruitment" employees need a longer time to train and locate, so that they can understand the organization's workflow and operation mode, and increase the training cost.

3. the introduction cost is high.

The "external recruitment" needs to pay a lot of money when the media releases information or is recruited through intermediaries. Moreover, due to the relatively large number of external applicants, the subsequent selection process is very cumbersome and complicated. It not only costs much manpower, money, but also takes up a lot of time.

4. the risk of decision is great.

External recruitment can only be judged through several short time contacts. It is necessary to determine whether candidates meet the requirements of vacancies in the organization, rather than making long-term contact and inspection as internal manufacturing. Therefore, it is possible to make inaccurate judgments for some external reasons, such as information asymmetry, and thus increase the risk of decision-making.

5., affect the enthusiasm of the internal staff.

If the competent person in the organization has not been selected or promoted, that is, the internal staff can not get the corresponding promotion and development opportunities, the enthusiasm of the internal staff may be affected, which is likely to lead to the phenomenon of "son-in-law to take away the son".

From this we can see that "external recruitment" must be cautious.