Sources of recruitment
Posted: Tue Jan 21, 2025 8:45 am
If we talk about sources of personnel recruitment, then there are two main ones, namely: internal (that is, searching among your own employees) and external (from those who do not work for the company and are not connected with it in any way). Below - more about each:
Internal sources of recruitment
Pros:
A certain employee has benefits of reaching overseas chinese consumers in europe the opportunity to move up the career ladder, which makes them more attached to the company and increases trust in it.
The costs of finding new personnel are low.
The management knows all the possible candidates very well.
Young employees get a chance to advance their careers when positions become available.
The personnel policy being implemented is absolutely transparent.
The turnover of specialists is reduced.
Productivity increases.
Cons:
The choice of frames is limited.
A tense, competitive atmosphere in the team.
Familiarity at work is possible because a former colleague becomes the boss.
Transfers to vacant positions still do not cover the need for personnel.
Read also!
"How to get contacts from a client: the most effective methods"
Read more
External sources of recruitment
Pros:
The choice of frames is significantly expanded.
A person hired from outside can demonstrate an unusual vision of solving pressing problems, which is an undoubted plus for the company.
The need for new personnel can be completely met.
There is no reason for intrigue in the organization.
Cons:
It takes a lot more money to find new staff.
The likelihood of increased turnover increases.
The socio-psychological situation for long-serving employees may worsen.
The chances that the applicant will successfully pass the probationary period are very small.
It will take a new employee quite a long time to adapt.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
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How to define your target audience without mistakes?
A proven guide to defining a company's target audience
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Internal sources of recruitment
Pros:
A certain employee has benefits of reaching overseas chinese consumers in europe the opportunity to move up the career ladder, which makes them more attached to the company and increases trust in it.
The costs of finding new personnel are low.
The management knows all the possible candidates very well.
Young employees get a chance to advance their careers when positions become available.
The personnel policy being implemented is absolutely transparent.
The turnover of specialists is reduced.
Productivity increases.
Cons:
The choice of frames is limited.
A tense, competitive atmosphere in the team.
Familiarity at work is possible because a former colleague becomes the boss.
Transfers to vacant positions still do not cover the need for personnel.
Read also!
"How to get contacts from a client: the most effective methods"
Read more
External sources of recruitment
Pros:
The choice of frames is significantly expanded.
A person hired from outside can demonstrate an unusual vision of solving pressing problems, which is an undoubted plus for the company.
The need for new personnel can be completely met.
There is no reason for intrigue in the organization.
Cons:
It takes a lot more money to find new staff.
The likelihood of increased turnover increases.
The socio-psychological situation for long-serving employees may worsen.
The chances that the applicant will successfully pass the probationary period are very small.
It will take a new employee quite a long time to adapt.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience without mistakes?
A proven guide to defining a company's target audience
Download the collection for free
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153337