Sample Essay on Filling Vacant Positions

Filling Vacant Positions

Numerous arguments have been advanced regarding the importance of employing people from within an organization or sourcing the same number of people from outside different locations.  The main goal of any company is to have employees who have the right skills and can address the numerous issues in the working places irrespective of the form of employment that is being offered by different sources. Generally, companies engage in training and development  aspects to empower some of their employees to rise through the ranks and get promoted in bigger positions (Storey,2007). Sometimes they solely rely on fresh blood that comes from the outside environment. In recent years, there has been increased awareness on the need to hire employees from within the company rather than focusing on employees found outside the company.  This paper provides a series of arguments on why it is important from companies to hire internal employees. It also shows certain circumstances where the hiring of an internal employee becomes impossible.

The relationship between employees and the management has always been defined as being unitary especially under certain aspects of the human resource management. However, most of the time the pluralist relationship between the two has always been brought up. The pluralist movement in the organization is based on different conflicting sections that exist in any organizations (Storey,2007). Most managers have the pluralist view of things and this influences their adoption of certain practices that relate to human resource management (Geare, Edgar & McAndrew, 2006). Outside companies managers would on to provide a view that most practices are running the way they are supposed to be while the reality of the matter would be different because the pluralist view will determine  adoption of certain practices in the company (Geare et al 2006). there is a link between unitary forms of management and employment of internal employees in any organization. Unitary management practices sees the whole organization as one unit and therefore the chances that an internal employees will be hired in unitary forms of management are quite high. In the other case, pluralist create a gap between different sections present in an organization. There seems to be a conflict of interests among the different parties present in the organization Geare et al 2006). Pluralists views reduce high management commit and seems to create collisions between different people in the organization. As a result, there will be high chances the collision between employees and the management would force the company to look elsewhere for the development  and thus in most cases they would opt to hire outside employees Geare et al 2006).

The second major reason as to why internal employees should first be considered before hiring the other employees is because most organizations spent a lot of time  and efforts in developing aspects relating to training and developing of its employees (Storey,2007). The purpose of training and development is to equip their employees with  better  skills so that they become better at delivering certain services (Swanson & Holton, 2001). This has been defined as one of the most important features that falls under human resource development. Development has been defined as  the combined use of learning strategies to improve the interpersonal skills of individuals while learning is defined as  short term formal and informal work aimed at transferring some set of skill to individual members (Swanson & Holton, 2001). Employees are always motivated to work because of some essential factors. some of the factors include  the desire to rise and become part of the organization by rising through the ranks. The main purpose in which any organization would want to invest in skills present under human resource development would be to address the  needs of the company. Individuals trained in the company acquire specific set of skills that  will be beneficial to the company (Swanson & Holton, 2001). Therefore, the company will be better placed if it hires internal employees developed through its own ranks compared to searching for an individual trained from outside. Additionally, all training programs in companies desire to close some gaps that have been witnessed over the years. This gaps may directly relate to an organization. Some of the gaps address problems personal problems that exist in the company (Storey,2007). However, because the company took an initiative to address some of this loop holes through training of individuals it becomes easier, to employ individuals in the company who have been trained to address specific gaps in the company (Storey,2007) All this types of employees ate classified as internal employees and should be given higher chance compared to the other employees who come from the outside sources (Swanson & Holton, 2001).  Human resource development serves to increase the number of employees in a company who can rise through the promotion status to become part and parcel of the team. Giving such individuals a higher chance is better for the organization.

Different opponents who support hiring of the outside staff will argue that there are external sources of talent that exist within a market and the company may not necessarily be able to train all employees on certain skills. A company would always employ different people depending on its needs in the job market (Swanson & Holton, 2001). Essentially, a company may not necessarily be involved in web designing but may require an employee with such specific skills in the market. At the end the company, would employ from the outside market because it has not in any way invested in training individuals inside the job market.

When companies opt to employee different people they normally recruit them by the use of advertisements in magazines and other social platforms. Advertisements place a huge burden on the organization (Storey,2007). So many costs will be included in the general processes and  the amounts of people who apply for positions will be huge (Swanson & Holton, 2001). The main advantage of placing advertisements is to create a brand in the market and at the same time increase the selection base. It is normally done to  attract other employees who may have the qualified skills but as it may turn out, most companies would end up receiving numerous applications of people who are not qualified with the sole dream that the company lacks for the specific employee being looked at and decides to hire them. Advertisement  have specific criteria or qualifications of the individual being searched for (Storey,2007).  The numerous applications being received have to be placed through the human resource department and scrutinized on a single basis. The amount of time consumed is high and the required skill may not be necessarily acquired during the whole process. An internal mechanism addressing the current problem would be much better compared to any other means (Swanson & Holton, 2001). Additionally, some advertisements are placed in certain journals only and may never necessarily reach the intended target that the company had in mind. In the end, the company advertisement end up in journals that target non specific positions (Storey,2007). In other words , most of the different strategies used to employ other people away from the company would consume a lot of resources from the company and would end up not benefitting the company at all.

Recruitment agencies have emerged as another way in which companies source for employees outside their organization. Generally, it involves organization utilizing recruitment agencies to build on their outstanding relationship with other sectors and providing them with an opportunity to become part and parcel of the company. Recruitment agencies have in the past been the subject of discussion for failing to address the numerous problems in the society and  have therefore been have not been effective in addressing the concerns of the concerns of different companies (Swanson & Holton, 2001). Generally, most organizations  source for  their employees from different agencies instead of recruiting them on  a personal basis. Some recruitment agencies have failed to address the major concerns posed by different companies and substantially eat on most activities of different companies. The huge chunk of capital taken by the respective recruitment companies is quite high and cannot effectively address the huge gaps in the market.


Internal employees can only be hired when there is enough training and development taking part in an organization. This is the only way in which certain employees can be able to rise through the organization and attain a higher status. However, there are some factors that hinder direct employment of employees from the company. Some of the reason revolve around issues relating to pluralism in organizations which causes frictions between the two different settings in any company. Generally, the organization would be required to be unified for there to be close relationships between different parties.  Other factors that are stumbling blocks to the use of direct employees involve lack of specialized skills in some areas  in the market forcing companies to use alternative strategies.  Use of advertising and recruitment agencies have not achieved the desired goals for several important reason. They target a huge base of people instead for looking a specific individual in the general population. All in all companies should aim at increasing the number of professional in their organization by focusing and building on gains made through career development  and training. This might be the only better way that organizations may achieve the desired end goal. All in all, internal employment has serious advantages compared to the other forms as employees have the necessary skills to deal with all issues in the company, the orientation and adaptation time is also shorter as compare to new employees. They also have a basic understanding on how things are run and are able to effectively deliver on most of the requirement required by an organization


Geare, A., Edgar, F., & McAndrew, I. (2006). Employment relationships: Ideology and HRM      practice. The International Journal of Human Resource Management, 17(7), 1190-1208.

Storey, J. (2007). Human resource management: A critical text. Cengage Learning EMEA.

Swanson, R. A., & Holton, E. F. (2001). Foundations of human resource development. Berret       Koehler Publishers.