Internal Vs External Recruitment

 


Recruiting top talent is very important for healthcare organizations and it enhance ensuring quality patient care and organizational effectiveness. Choosing between internal promotion and external hiring is a critical decision that necessitates an understanding of both approaches. This article examines the external and internal recruitment in the healthcare sector, offering insights into their advantages, challenges, and considerations.

 

Internal Recruitment:

Internal recruitment involves filling job vacancies with existing employees through promotions, transfers, or lateral moves within the organization. Internal recruitment offers several benefits:

According to Buchbinder & Shanks(2017) Internal candidates  have the knowledge of organizational culture. They already acquainted with the organization's mission, values, policies, and procedures, expediting their onboarding and integration .And also if they can get Internal promotions, It  enhance the morale, motivation, and loyalty by signaling opportunities for career advancement and professional. Therefore, Retention and Employee Engagement of internal employees are high. (Buchbinder & Shanks, 2017).Internal recruitment is often more cost-effective and efficient than external hiring, as it eliminates advertising costs and reduces recruitment lead time  (Anyim, Ikemefuna & Shadare (2011).

However, internal recruitment also creates some challenges,

Limited Candidate Pool: Internal recruitment may restrict access to a diverse pool of candidates, particularly for specialized or senior-level positions, potentially impeding diversity and innovation (Buchbinder & Shanks, 2017).

Succession Planning: Overreliance on internal talent for succession planning may overlook external candidates with fresh perspectives and diverse experiences, hindering organizational adaptability (Selden & Sowa, 2019).

 

External Recruitment:

External recruitment entails sourcing candidates from outside the organization through various channels. Hence, External recruitment offers several advantages. Since ,External to Diverse recruitment broadens the candidate pool, enabling organizations to attract individuals with diverse backgrounds, skills, and experiences (Selden & Sowa, 2019).

And also External hires bring new ideas, perspectives, and best practices, fostering innovation, creativity, and continuous improvement within the organization (Buchbinder & Shanks, 2017).These candidates have  special expertise and organizations can  fill specialized or niche roles with candidates possessing specific skills and competencies (Selden & Sowa, 2019).

However, external recruitment also presents challenges,

Longer On-boarding and Integration: External hires may require more time for on boarding, training, and integration into the organizational culture, potentially delaying productivity (Buchbinder & Shanks, 2017).

Higher Recruitment Costs: External recruitment often incurs higher costs, including advertising expenses, recruitment fees, and relocation packages, straining the organization's budget (Selden & Sowa, 2019).

Cultural Fit and Turnover Risk: Assessing cultural fit and predicting long-term retention can be challenging with external hires, increasing the risk of turnover (Buchbinder & Shanks, 2017).

In the healthcare sector, both internal and external recruitment strategies have their merits and challenges. By carefully evaluating hiring needs, organizational culture, and strategic objectives, healthcare organizations can determine the most appropriate recruitment approach for each position. Balancing internal promotion with external hiring allows organizations to build diverse, skilled teams capable of delivering exceptional patient care and driving innovation in today's dynamic healthcare environment.

References:

Anyim, F., Ikemefuna, C. and Shadare, A. (2011). Internal Versus External Staffing in Nigeria: Cost-Benefit Implications. Journal of Management and Strategy, [online] 2(4). Available at: http://www.sciedu.ca/journal/index.php/jms/article/viewFile/643/309 [Accessed 5 Mar. 2024].

Buchbinder, S., & Shanks, N. (2017). Introduction to health care management. Jones & Bartlett Learning.

Selden, S. C., & Sowa, J. E. (2019). Recruitment and retention in state and local government: Problems and solutions. Routledge.

Comments

  1. W.A.P.P. WanniarachchiApril 13, 2024 at 7:28 AM

    Through an analysis of variables like expense, productivity, and cultural fit, it offers insightful information to companies looking to streamline their hiring procedures. While external recruitment adds new ideas and a variety of skill sets to the table, internal recruitment can strengthen employee loyalty and drive. For companies looking to achieve the ideal balance between developing internal talent and utilizing outside experience, it is imperative that they comprehend the subtle differences between the two approaches. All things considered, this essay is a great tool for HR professionals negotiating the tricky terrain of hiring new employees.

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