What are the pros and cons associated with using internal sources of job candidates? What are the pros and cons of using Internet recruiting to locate external sources of job candidates?

What will be an ideal response?

Answer: Filling open positions with inside candidates has several advantages. First, there is really no substitute for knowing a candidate's strengths and weaknesses, as you should after working with them for some time. Current employees may also be more committed to the company. Morale may rise if employees see promotions as rewards for loyalty and competency. And inside candidates should require less orientation and (perhaps) training than outsiders. However, hiring from within can also backfire. Employees who apply for jobs and don't get them may become discontented; telling them why you rejected them and what remedial actions they might take is crucial. When all managers come up through the ranks, they may have a tendency to maintain the status quo when a new direction is required. Internet recruiting is a cost-effective way to publicize openings; it generates more responses quicker and for a longer time at less cost than just about any other method. Internet recruiting has two big potential problems—discrimination and overload. First, fewer older people use the Internet, so online application gathering may inadvertently exclude disproportionate numbers of older applicants (and certain minorities). Second, employers end up deluged with resumes from job seekers.