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April 09, 2012

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Suleman

It's very interesting how this particular guy approached it, Development of internal talent is hard (mentioned twice) is reason enough to not develop your internal talent, and pass them on for promotion, and hire from outside. And when you do that, you might run into all sorts of integration issue. One thing the guy missed is the fact that people who have already in the organization know their business, and those who come from outside might take good deal of time learning about the basics for a medium to large organization. How then goes the argument of 'developing' the so called newly hired people? How would they continue running the business so long as they train or get up to speed their new people, especially in management position. Interesting how people clearly miss out on what matters and what does not in the long-run.

David Hofstetter

Once again you nailed it. Develop your talent!

James

I see this all the time. New mid-level banking managers and business development managers with NO experience in highly specialized industries.

Lesley

I found this blog to be very informative. I liked how they listed 5 reasons for hiring externally. I do indeed feel that many companies do not hire from within for the reasons listed. However, I agree with the blog that many times it would be better for the company to hire from within. Employees who already work for the company know how the company runs and are familiar with the culture. This can definitely be a benefit and can help the employee be effective. Great blog!

Nate

Hiring both from within and externally can be great. However, this article really hit on some great points for hiring externally. The benefit to hiring within are definitely clear when it comes to culture, fit, comfort, etc. But to get these from an external hire you could always post your job on a niche site that reaches qualified candidates that work in a similar company, position, industry, etc and would be a good fit for the company and an external hire.
As always, great post!

AJR

To some extent it CAN work both ways. However, when the process gets stale and the incumbent is not engaged, then you seek to get fresher ideas and exitement from the outside. No shake up whatsoever! Believe me, I have seen it many times where the internal structure is not set up adequately to develop internal talent and as such you search externally. Change is good more times that any and your ROI is greater.If the company is not creating a robust internal training process to sustain then failure is inevitable!

Brandi Cole

Great post! It's always a challenge deciding whether to promote from within or hire externally and I think you explained both sides well. We have a similar post on our blog: http://www.smartrecruiters.com/static/blog/promote-internally-or-hire-externally/

It looks like we blog about similar topics. We should do some blogging together

jerseys cheap

Hiring both from within and externally can be great. However, this article really hit on some great points for hiring externally. The benefit to hiring within are definitely clear when it comes to culture, fit, comfort, etc. But to get these from an external hire you could always post your job on a niche site that reaches qualified candidates that work in a similar company, position, industry, etc and would be a good fit for the company and an external hire.
As always, great post!

missy

I have seen this for the past 15 years,what I've seen is hiring from the outside, has been nothing but a serious joke, the external hire is not going to do know more than they have to, they are not going to develop a rapport with different heads of departments,i.e. relationship building, its not going to happen, I would rather have somone within any day, they know the company, the know the culture, they are into relationship building.. this article for me is dead on!!

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