Advantages and disadvantages of recruiting internally and externally for the local government

I’m working on a Political Science question and need guidance to help me study.

Recruitment is necessary to attract qualified applicants to an organization. One recruitment technique entails screening applicants to determine who has the requisite knowledge, skills, abilities, and other characteristics (KSAOCs) to be successful on the job. In any organization, time is of the essence, and cannot be wasted on applicants who are not qualified. One factor that can hinder or hasten the recruitment and screening process is determining whether to recruit internally or externally. An internal candidate might already possess knowledge that a new employee could take weeks to absorb. However, other times it might be beneficial to hire an outside candidate who has a fresh perspective on organizational operations and policies.

For this Discussion, review this week’s Resources. Review Chapter 6 of Human Resources Management for Public and Nonprofit Organizations. Focus on recruitment and selection techniques and strategies. Discern the organizational effect of recruiting. Consider the advantages and disadvantages of recruiting internally and externally.

The assignment must be 1 page and include:

• Explain the advantages and disadvantages of recruiting internally and externally for the local government(Harford County Government http://www.harfordcountymd.gov/ )
• Cite in-text references below which will be provided

Resources

• Pynes, J. E. (2013). Human resources management for public and nonprofit organizations: A strategic approach (4th ed.). San Francisco, CA: Jossey-Bass.
  • Chapter 6, “Recruitment and Selection” (pp. 175–205)
• French, P. E., & Goodman, D. (2012). An assessment of the current and future state of human resource management at the local government level. Review of Public Personnel Administration, 32(1), 62–74. Retrieved from the Walden Library databases.
• Llorens, J. J. (2011). A model of public sector e-recruitment adoption in a time of hyper technological change. Review of Public Personnel Administration, 31(4), 410–423. Retrieved from the Walden Library databases.
• Ritz, A., & Waldner, C. (2011). Competing for future leaders: A study of attractiveness of public sector organizations to potential job applications. Review of Public Personnel Administration, 31(3), 291–316. Retrieved from the Walden Library databases.