HRM 548 Week 3 Internal Versus External Candidates Worksheet- uopstudy.com

Internal vs. External Candidates Worksheet HRM/548 Version 2

Internal vs. External Candidates Worksheet Compare in a total of 525 to 700 words the strategies used to evaluate internal versus external candidates.

Strategy In Depth Assessment serves the purposes of ensuring that the candidate applying for a specific role, possses the skills and basic competencies that are needed for that role.

Pros

Cons

The biggest takeway with using this method is that for employers, it gives them an idea beforehand, if the candidates possess skills needed to perform.

Some of the biggest issues with assessments is that they can tend to cost the company additional money. Along with that, the company could miss out on hiring top talent because of the test results. Its important to keep in mind, that some people are not good at taking tests, however they still may possess the skills necessary to perform the actual job at hand.

For the employer, it can be time consuming reviewing the test results from multiple candidates.

By using this method, companies can avoid hiring the wrong candidates, which in the long run helps the company save money for when it comes to cost of hiring.

Assessment can often chase many candidates away because of how lengthy the assessment is, which once more causes the company to miss out on gaining a top talented candidate.

Background checks allows for a company to ensure that the candidate or new hire is who they said they are. There are a variety of different background checks such as employment background checks, criminal background checks, professional licenses background checks, E-Verify background checks and many more.

The biggest takeway from running a background checks, it enables companies to ensure that they’re hiring an individual who have all of the qualifications correlating to their resume.

Background checks also ensure that they’re not hiring an individual with an existing criminal history.

Background checks also helps minimize the amount of candidates, because some candidates will not consent to having a background check conducted on them.

Although background checks can help companies during the recruitiment process, it however adds to the company costs.

Also, background checks can be a timely process and may take the some time to receive the results from.

Due to a candidate having an history, a company may miss out on hiring a top talent because of their past despite them being a better upstanding individual present day.

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Internal vs. External Candidates Worksheet HRM/548 Version 2 Preliminary Screenings is a method that can be used to learn about a applicant before inviting them to come in for an internview.

Preliminary screenings also help provide HR professionals with objective data that correlates with an ”candidates’ skills, personalities, cognitive abilities and workplace values” according to According to The Lahey (2015) .

Preliminary screenings enables companies to determine if candidates should move forward to the next step in the recruitment process. This is done through the means of asking a series of questions.

Similar to in depth assessments, preliminary screenings can also have the impact of eliminating top talent, especially if those same candidates can be easily trained.

According to The Lahey (2015) “Hiring managers who utilize pre-employment assessments report 36% more satisfaction with their final decision than those who don’t.”

Preliminary screenings are shown to also produce a lower turnover rate and are more than likely to top tier talent who exceed the company’s performance standards.

Assess in 175 words the factors that should be considered when deciding whether to hire from within to seek external candidates.

When it comes to deciding on if a company should hire from within an organization or if they should seek out external candidates, is going to dependent on the open position in regards to what the role actually requires. Depending on the qaulifications for the opening role and the number of employees currently staffed, will factors that need to be analyzed first before deciding on hiring internally or externally. Hiring internally, can be a smoother transition than hiring externally, being that employees that are already employed with the company, will already possess basic knowledge about the company, along with a understanding of the company’s culture. However, if a company is looking to expand its staff, then one of the biggest factors that should be looked into before hiring externally, is determining if the company has the funds for recruiting and training. The recruitment process can be very costly when you consider the costs for post jobs on online, the cost for conducting background checks or the cost for using hiring agencies. Then there is the cost for providing new hires with training and providing them with equipment.

Select a position with which you are familiar.

Determine in 175 words whether you would hire using an internal or external process.

Defend your recommendation.

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Internal vs. External Candidates Worksheet HRM/548 Version 2

If I was looking to fill in a role for a senior technical support analyst, I would choose to first look internal before looking into external processes. The first reason why I would look to hire internal is because hiring internal helps with the company retention. When a company is well known for developming employees into future leaders, this type of work environment can motivate employees to work harder so they can reap the benefits of being promoted to higher paying roles. For a senior technical support analyst role, this type of role would require someone with technological expertise. Since the role would be dealing with company related products and based on it being a senior role, it will ideally require an individual who is already familiar with the company’s products. Also, finding an internal employee could be much faster considering the fact that you could use internal referrals from managers. Using referrals from managers can speed up the process for filling the open role because the managers will already have data available showcasing the productivity of their employees.

References APA-formatted citation APA-formatted citation Handrick, L. (2018). Internal vs. External Recruiting: Tips, Tools & Benchmarks 2018. Retrieved from https://fitsmallbusiness.com/internal-vs-external-recruiting/ Lahey, Z. (2015). The Pros and Cons of Pre-Employment Screenings. Retrieved from https://www.aberdeen.com/hcm-essentials/the-pros-and-cons-of-pre-employment-screenings/

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