Internal and External – to Find the Best Candidate
Professor and classmates,
The company’s goal in any position is to find the best candidate that fits the company goals and values whether found internally or externally. The way the company searches for the candidate’s looks different in these two settings. The company must decide on a recruitment plan of action. Whether internal or external, the process should include an initial review of candidates. Some companies may view this as a weeding out process of candidates that do not have the minimum requirements for the position. An example of this may be a teaching position. There are often licensure requirements. Eliminating those who do not have those minimum requirements should lesson the number of individuals to review. Internal applications may include years of seniority, job knowledge tests and performance evaluations (Heneman, Judge, & Kammeyer-Mueller, 2012). The company may be developing the individuals for upward mobility. They could be harvesting the KSAOs for specific positions so employees are prepared for upcoming position openings.
The internal selection may have a policy whereby they must interview all internal candidates to be fair to all current employees. In an external recruitment, this practice would be unlikely. Grensing-Pophal (2006) reports that internal recruitment creates a cultural of loyalty but can go awry if there is not a specific recruitment plan that communicates the guidelines and expectations of the process and the positions. Posting a position internally should include access to all employees. There should be a written policy as to where information is posted (whether on a website or in a break room) and how long it should be posted. The process should be fair and free of discrimination (Grensing-Pophal, 2006).
Another difference in selection between internal and external is in the training and skills needed. In an internal selection, the company most likely provided the training for upward mobility and have witnessed the employee’s skills. When hiring outside of the company, you are relying on possibly the recommendation of others or on the word of the recruit.
Another difference in selection may include the use of personality assessments. I am familiar with a local bank that uses a personality assessment to identify the best candidate. They have found that the culture of the bank is important, especially in their positions working in teams. An example of this may be if they currently have two extraverts and one introvert on a team, they may look for an introvert