please read the text below and rewrite each paragraph using your own concept/ words.

Advantages Advantages of Internal Promotion

Hiring internal applicants can have many advantages. By providing current employees with ample opportunities to advance in their careers, organizations can create an environment which motivates employees to strive for excellence. According to Investopedia, many employees leave jobs when there is no upward mobility. No matter how hard they work or how well they succeed, there are no opportunities for advancement into higher-paying, more demanding positions (Nixon, 2015).

Another advantage to internal promotion is that candidates are already familiar with the organization and the work environment. Internal hires retain organizational knowledge and get up to speed in their new roles more quickly than external hires (Krell, 2015). Because of this, internal promotion is often a great option for positions that need to be filled quickly and which do not allow time for extended periods of training. In addition to knowing about the organization itself, internal candidates are also most likely already familiar with the position and what it entails. For example, if a sales associate is promoted to sales manager, he or she already has a general idea of a sales managers roles and responsibilities.

Disadvantages of External Recruitment

One possible disadvantage to using external recruitment is the higher cost to conduct the search (Krell, 2015). Many times, organizations advertise open positions in various ways that can be costly, such as purchasing ads in newspapers or listing the opening on job search websites. By deciding to promote from within, the organization can save time and money on the hiring process.

When considering external applicants, organizations do not have as much information available as with internal candidates (Pros, n.d.). The decision-makers in the hiring process may only have a resume and limited interaction with a candidate, such as an interview, on which they must base their decision. There is much more information available on internal applicants, such as past performance, personality, and work ethic.

Conclusion

Internal promotion and external recruitment both have significant advantages as well as disadvantages. It is important for an organization to consider all of these factors when choosing whether to hire internally or externally for a position. Despite the unique benefits of both strategies, the best strategy to utilize will most likely depend on the position that needs to be filled. For example, if the position needs to be filled quickly, internal promotion may be the best option. If avoiding an upset in the organizational hierarchy is more important, external recruitment may be better. Both strategies must be utilized at some point; it is important for organizations to know when these strategies are appropriate and most beneficial.