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Business, Pages: 2

Internal Versus External Candidates

Internal Versus External Candidates

In the spaces below, using at least 300 words, identify and define 3 (one in each cell of the first column)  strategies used to evaluate internal versus external candidates. Then, describe the advantages and disadvantages of each strategy. Include research to support your answers.
Strategy Advantages

(Include paraphrased research.)

 Disadvantages

(Include paraphrased research.)
Performance Appraisal

Performance appraisal refers to a regular review of an employee’s contribution and job performance.

 The advantages of performance appraisal are that it is readily available in most organizations and likely to capture an employee’s ability and motivation. Performance appraisal is subject to many influences that might not be associated with the likelihood of success in a future job and may promote undeserving employees.
Personality Test

Personality tests evaluate the big five personality dimensions: extraversion, emotional stability, conscientiousness, openness to experience, and agreeableness (Phillips & Gully, 2015).

 One advantage of a personality test is that it provides employers with insight into intangible but important information. The test evaluates an employee’s fitness in a firm’s culture by knowing unique information such as reliability and service orientation (Phillips & Gully, 2015). Another advantage of the test is that it enables the employer to understand how to keep an employee engaged and motivated at work by knowing personal skills and weaknesses. Test security might be compromised since most of these tests are usually conducted online. Personality tests may not be reliable since the candidate will find it easier to cheat by selecting answers they believe employers want (Heneman et al., 2019). Additionally, candidates might not tolerate long online personality tests.
Ability Tests

Ability tests evaluate an individual’s ability to function and fit in a certain workgroup. In addition, they can test one’s achievement or aptitude, which assesses an individual’s learned capacity to function and innate capacity to function.

 As with personality tests, ability tests have several advantages. The tests provide an objective assessment by measuring one’s cognitive intelligence to ensure the candidate is the right choice (Heneman et al., 2019). Ability tests also evaluate candidates beyond their resumes by capturing their diverse qualities. One of the disadvantages of ability tests is that they do not consider soft skills, such as motivation and time management. Another concern over ability tests is their unfairness to groups (Heneman et al., 2019). The idea is that even though a test might be equally accurate for certain groups, their average test score is usually different.

 

In the space below, assess in 100 words the factors that should be considered when deciding whether to hire from within or seek external candidates. Defend your recommendation with examples and research.

The decision to recruit internally or hire externally depends on many factors, such as the internal supply of talents or the nature of the job position. One factor to consider when deciding on internal versus external hiring is cultural fit (Phillips & Gully, 2015). One of the biggest advantages of promoting internal staff is that they are already oriented to the work environment. The business cycle is another factor worth considering when hiring internal or external employees. Essentially, an organization requires a shift in strategy when in a turnaround mode; hence, an external candidate will be more favorable (Phillips & Gully, 2015). However, a thriving company usually builds on its existing strengths by choosing internal candidates.
Identify the job title with which you are familiar in the cell to the right à Marketing Manager

In the space below, in 100 words, describe whether you would hire using an internal or external process for the position you identified and defend your recommendation with examples and research.
I would hire a new marketing manager using an external process. Typically, strategic marketing requires a significant shift in strategy to achieve a competitive advantage. In the face of a need for radical changes in an organization’s marketing strategy, the status quo would render the internal process ineffective since the workforce is used to the existing state of affairs, and changing business strategy might be a daunting task (Heneman et al., 2019). Nevertheless, outsourcing a marketing manager would enable the company to screen many candidates and select the best fit to introduce a host of new ideas and innovations. Furthermore, this technique will bring in a manager with diverse experience to help improve the business and keep it growing.

References
Heneman, H., Judge, T., & Kammeyer-Mueller, J. (2019). Staffing Organizations (9th ed.). McGraw-Hill Education.
Phillips, J., & Gully, S. (2015). Strategic staffing (3rd ed.). Pearson.

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Question 

Step 1) Review the following 3 resources to understand the nature of this assignment:
Step 2) Complete the chart provided for you called W3- Internal vs. External Sources Comparison Chart & Grading Rubric in the assignment area. In the chart, you will:

Internal Versus External Candidates

Internal Versus External Candidates

• Identify and define 3 strategies used to evaluate internal versus external candidates and describe the pros and cons of each strategy
• Describe factors that should be considered when deciding whether to hire from within or seek external candidates
• Describe whether you would hire using an internal or external process

Requirements
For all answers, you must defend your answers with examples and research. Complete the chart provided using size 10 Times New Roman font with single line spacing. Your total response must be at least 500 words, excluding references and the template instructions. 2 peer-reviewed references must be embedded in your responses, along with the full citations listed in the appropriate cells.