Keypoint ：
- Less hiring time and cost consuming
- Higher culture and policy fit
- motivate existing employee
- less risky and more credible
- higher employee loyalty
- keep the company up to trends
Human resources are one of the main gears in the machine call company,
without it, the company could not be functional. However, due to some reason, companies
are likely to hire internal sources of job candidates such as present
employees or former employees through transfer or promotion.
人力资源是机器呼叫公司的主要齿轮之一，没有它，公司就无法运作。但是，由于某种原因，公司很可能会通过调动或晋升的方式聘用现有员工或前员工等内部职位候选人。
First of all, hire the
internal sources of job candidate actually consume less hiring cost and time.
Due to the company already have some of more understanding about the capability,
skills, personalities and so on information of their present worker. It could
reduce the cost and time used for the company to evaluate the new worker's performance.
This should be able to acquire ready-use human resources as quickly as possible
without the need to retrain the new employees to fit with the company too.
首先，招聘求职者的内部来源实际上消耗更少的招聘成本和时间。由于公司已经对现有员工的能力、技能、性格等信息有了更多的了解。它可以减少公司用于评估新员工绩效的成本和时间。这应该能够尽快获得现成的人力资源，而无需重新培训新员工以适应公司。
Moreover, hiring the internal
sources of job candidates could actually motivate the existing employee. The opportunity of promoting and improve was one of the best hope for all employees in the
company. While there was true evidence of promotion happen near them, it will give
them hope and trust could be promoted someday if they are working hard and well.
Overall, this would be able to improve the effectiveness and efficiency in
the workplace.
此外，雇用求职者的内部资源实际上可以激励现有员工。晋升和提高的机会是公司全体员工最大的希望之一。虽然他们身边确实有晋升的证据，但如果他们努力工作并且做得好，这会给他们带来希望和信任。总的来说，这将能够提高工作场所的有效性和效率。
In another aspect, hire the internal sources of job candidates usually are having higher loyalty than external sources. Commonly, companies are only hiring from internal sources for some positions especially the higher management position. This is because the present employees is having a sense of belongingness to the company, and it would be less risky and more credible than external new workers. Furthermore, internal sources of employees are already familiar with the company existing culture and policy. This could be helpful in reducing error and turnover rate.
另一方面，招聘求职者的内部来源通常比外部来源具有更高的忠诚度。通常，公司只从内部招聘某些职位，尤其是高级管理职位。这是因为现在的员工对公司有归属感，比外部新员工风险小，可信度高。再者，内部来源的员工已经熟悉公司现有的文化和政策。这可能有助于减少错误和周转率。
In conclusion, both internal and external hiring are having their own pros and cons. However, there was not too much conflict between these two approaches, which means there is the possibility of combining the use of both two approaches. Sometimes there was no best way, but only the most suitable way under different circumstances.
总之，内部招聘和外部招聘各有利弊。但是，这两种方法之间并没有太大的冲突，这意味着两种方法有结合使用的可能性。有时没有最好的方法，只有在不同情况下最合适的方法。
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