Advantages of Internal Recruitment

At the store where i used to work in London, an internal vacancy was posted, looking for someone to work as HR Assistant. A few of the guys who i knew from the store applied for the post, they did appear for the interview. But when i inquired regarding the status, one of the guys who appeared in the interview for the job said, they have hired someone from "Another Store" because she had some experience.

The guy while telling me looked so disappointed and discouraged that i thought i would write about the implications of this in my blog. So here i am. first is it wrong to hire someone only Because he/she has more experience.... well for me YES it is, experience is not the only thing. it would certainly be right if you are hiring an HR Manager or some higher posts. you definitely have to make sure the person does have some experience but an HR Assistant .. NOOOOOO. It would just have taken the HR department a week or two to train the new recruit. so lets see what are the implications of not Hiring someone from the Same Store.

The first Implication is that Staff at the store may feel neglected, discouraged by the fact that they don't have any chances of going up the ladder, It takes out the motivation to work. The staff would no longer be motivated to apply for the job and organization may lose on some good talent. The HR department may lose the respect and trust that it should have with the staff. plus more importantly that the staff members might start looking for jobs in other organizations so taking the vital experience which they earned in this organization to another, and thus the organization may have to employ new staff, train them again, thus incurring heavy costs.

So What if they would have hired the Staff from the Same Store... its would have been such a morale booster. Other staff members would think that there are opportunities to grow. They would seen value for work. Staff members would have worked more harder, to make others witness their work, more employees would have applied if any future opportunities had risen. a whole new culture, where work is valued, staff would have had belief that top management is committed to development and progression of its employees would have prevailed.
But sorry to say.... that did not happen .....

Advantages of Internal Recruitment

Internal recruitment, which refers to the practice of filling job vacancies or promotions from within the existing workforce, offers several advantages for organizations. Here are some of the key advantages of internal recruitment: Following are the Advantages of Internal Recruitment:

Knowledge of the organization:

Internal candidates are already familiar with the organization's culture, values, policies, and procedures. They have a good understanding of the company's goals, strategies, and internal dynamics. This knowledge can help them quickly adapt to the new role and contribute effectively without a steep learning curve.


Internal recruitment can be more cost-effective compared to external recruitment methods. It eliminates or reduces the need for expensive external recruitment processes such as advertising, recruitment agencies, and screening of large numbers of external candidates. Additionally, internal hires may require less training and onboarding since they already have a foundation of organizational knowledge

Retention and motivation:

Promoting or transferring employees internally can enhance employee morale, job satisfaction, and loyalty. Internal recruitment provides opportunities for career growth and development, which can increase employee engagement and motivation. When employees see a clear path for advancement within the organization, they are more likely to stay committed and contribute their best efforts.

Faster onboarding and productivity:

Internal candidates are familiar with the organization's operations, systems, and work environment, which enables them to integrate quickly into their new role. They may require less time to get up to speed and start making meaningful contributions. This can lead to a faster ramp-up time and increased productivity compared to external hires who may need more time to acclimate to the organization.

Reduced risk and cultural fit:

Internal candidates have a proven track record within the organization, and their performance and potential are already known to some extent. This reduces the risk associated with hiring unknown external candidates who may not fit well with the organization's culture or values. Internal candidates are more likely to align with the existing organizational culture and have established working relationships with colleagues.

Talent development and succession planning:

Internal recruitment enables organizations to develop and nurture their talent pool for future leadership positions. By identifying high-potential employees and providing them with growth opportunities, organizations can build a pipeline of capable leaders. This approach supports succession planning and ensures a smooth transition when key positions become vacant.

Boosting morale and engagement:

When employees see internal promotions and opportunities for growth, it can create a positive and motivating work environment. It sends a message that the organization values and recognizes its employees' talents, achievements, and potential. This can contribute to increased employee morale, job satisfaction, and overall engagement.

While internal recruitment offers numerous advantages, it's important for organizations to balance it with occasional external recruitment to bring in fresh perspectives, diverse skill sets, and new ideas. Combining internal and external recruitment strategies can help organizations achieve a healthy mix of stability and innovation within their workforce.