Theory into Practice Discussion

Theory into Practice Discussion

Theory into Practice Discussion

You read that companies that weave development into their organizations have taken a critical step towards creating a talent management process. Those organizations that identify and create external and internal assessment methods for all candidates now have a strategic competitive advantage in the "war for talent."

Explain how internal selection decisions differ from external selection decisions? Include current means for lean companies screening candidates.

Draw from the reading material and your personal experiences to answer the questions in the Discussion topic. Remember to clarify your reasoning and to discuss the responses with at least two colleagues. Also, make sure you respond to any questions others may ask of you on this Discussion topic during this week.

Internal Recruitment

An internal recruitment strategy is characterized by promoting employees from within an organization to fill upcoming positions. Many firms use such devices as job posting boards, email flashes, intranet posts and fliers to advise existing employees of positions they may vie for. This recruitment may be in the form of creating and shuffling temporary teams to fill certain tasks or may be permanent changes. Internal recruitment may be primarily horizontal or it may be for promotions in which the promoted employee's former position may not be filled.

External Recruitment

An external recruitment strategy is one which a human resources department will systematically search the employee pool outside its own employees to fill positions. Many firms will use advertisements in newspapers, job search websites, job fairs and referrals from current employees to fill positions. Some companies will utilize a temporary employee agency to fill positions that can be completed quickly and with less company-specific skill required to complete the desired task. Other firms will use headhunters or hiring consultants to seek, screen and deliver employees for a fee

External selection decisions are primarily based on biographical data, cognitive tests, work samples, and other external interview measures that match up with organizational goals and values in determining how to select future candidates.

Reference:

Heneman, H. G., Judge, T. A. and Kammeyer-Mueller, J. D. (2012).Staffing organizations. (7th ed.). New York, NY: The McGraw Hill Companies

One important difference to note between internal and external predictors pertains to content. There is usually greater depth and relevance to the data available on internal candidates. That is,the organization can go to