Internal and External Recruitment, Employees Turnover, and Substance Abuse in Organizations

Running head: INTRODUCTION TO BUSINESS
INTRODUCTION TO BUSINESS
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INTRODUCTION TO BUSINESS1
Internal recruitment refers to filling the job vacancies from within the organization
that is when employees are given a priority for filling the job vacancies within the
organization. On the other hand, the organization may decide to fill in the job vacancies from
people outside the organization. Employee’s turnover refers to the rate at which employees
leave an organization. The main aim of paper is to discuss about the internal and external
recruitment, employees turnover and Employees substance abuse.
Response 1: Internal and external recruitment
When the candidates are selected from inside the organization for filling the vacancies
it is known as internal recruitment and when the candidates are taken from external sources
for filling the job positions in the organization, it is known as External recruitment. Internal
recruitment saves the management of the extra costs of giving out advertisements and going
through the entire recruitment process (Andersen, Susan). The management can save
additional money on the training that will otherwise be required in case of new candidates.
Internal recruitment also leads to increase in employee productivity through increase in their
morale. The benefits of external recruitment are that it can help in selecting talented
candidates who will provide a competitive edge to the company (DeVaro, Jed). They can help
in bringing new skills, competencies with themselves and may give a better industry insight.
However, depending upon the culture of the organization this decision will be taken by the
company.
Response 2: Employees turnover
The rate at which the employees leave an organization and are replaced is called the
turnover rate of an organization. A company can have high productivity if the employee’s
turnover is low and the leaders in an organization can help in keeping a low turnover rate. A