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Running Head: SALES MANAGEMENT AND PRACTICES
Sales Management and Practices
SALES MANAGEMENT AND PRACTISES
Internal hiring of candidates is efficient because the hires already know company policies
and culture. But despite the advantages of internal hiring, too much reliance on lateral job moves
and promotions might have negative consequences to the business. Most notably, internal
recruitment of candidates reduces the time taken to hire. Usually, external recruitment by job
posting or sourcing requires evaluation and persuasion which takes time.
Furthermore, internal recruitment considers candidates who are already part of the
company, as such, less time is required to find and engage candidates. In assessment, internal
hiring takes less time because candidates are already pre-screened for culture fit, track record is
accessible, and full interviews might not be necessary. Such factors minimize the time spent on
each recruitment stage and overall recruitment time.
Furthermore, internal recruitment of candidates shortens the onboarding time. Naturally,
employees need time to adjust to new positions, but internal recruits are quicker than external
candidates. Internal hires already know how the company operates including the various
practices and policies. Also, they are already familiar with their new teams and understand the
content and context of the new job roles. Considering the various benefits of internal hiring, it is
safe to conclude that it costs less because there is no need for paying for advertisements, resume
databases, and background checks. It also promotes better employee engagement.
Despite the advantages of internal hiring, it is important to keep in mind some few things.
First, internal hiring can create resentment in the workforce among managers and employees.
Employees previously considered for the role may feel resentful if external candidates or
SALES MANAGEMENT AND PRACTISES
colleagues are hired for the job. Also, some members of the management feel uncomfortable
when they lose some team members and can hinder the recruitment process.
Furthermore, internal recruitment by promotion may leave gaps in the existing workforce
which may go a long way in disrupting business operations. Ultimately, external recruitment
might be necessary. Internal recruitment also prevents the organization from hiring people with
new skills and ideas resulting in inflexible company culture.
First, allowing employees to recommend friends and family for recruitment creates a
more engaged workforce. Employees can feel valued and trusted because they are allowed to
participate in the growth of the company which also gives them a sense of accomplishment and
pride (Styka et al., 2018). Referred employees also tend to feel more engaged because they
already know someone at the company. As such, it is easier for them to assimilate into the
company culture because they naturally have someone to guide them.
Hiring candidates referred by employees reduces the time and effort required to recruit
new employees which ultimately reduces costs. The company does not need to pay anything for
employees to refer job openings to friends and family. Since employees have a better
understanding of t...