The Pros & Cons of Internal Promotion and External Promotion

Advantages and disadvantages of internal promotion

Advantages:

• Current employees already know the rules, regulations and culture of the organisation.
• Employees have understanding of how the organisation operates and do not need an induction programme.
• The organisation knows employees and have detailed records from previous supervisors
• Offering opportunities to internal employees may boost the morale of the staff members.
• Allowing employees to move vertically and horizontally within the organisation could reduce the possibility of her looking for another job.
• A positive image is created in the organisation

Disadvantages:

• No new or fresh ideas are brought into the organisation
• The job advertised may require skills not currently available within the organisation
• Promotion of an internal employee could cause resentment amongst other employees, who may feel they deserve the post more than the promoted employee.
• The number of applicants from which to choose may be too high or limited.
• It is possible to promote less qualified employees than those from outside of the organisation, in order to comply with the internal recruitment policy or the Employment Equity Act.
• Most internal applicants have been stagnant in their posts for so long and will not positively contribute any new ideas.
• Harden negative attitudes of internal employees cannot be changed by promotion.
• Lazy employees cannot suddenly change into ‘star’ employees because they have been promoted.
• Contagious negative habits and behaviour by one negative employee can easily be passed on to other divisions.

Advantages and disadvantages of external promotion

Advantages:

• A wide choice of candidates could attract skilled applicants and put the organisation in a better position.
• Where recruitment agency has been used, candidates might have passed the initial screening done by recruitment agency and save the organisation time and money.
• Organisations that use employment agencies are more often guaranteed to receive only the best and skilled applicants.

Disadvantages:

• Recruitment agencies do not always understand the culture of the organisation and inherent requirements of the post.
• New recruits more often need to be trained.
• It could cost the organisation a lot of money to screen a large number of candidates.
• Advertising in the print media attract a large number of unsuitable applicants particularly for low level positions.

Justice Mandhla is the author of 'What They Didn't Teach you in School:Life Long Learning Tips to Land a Job Straight out of School.' For more information visit: http://www.mystudent4life.com