Definition of personnel recruitment and allocation Personnel recruitment is the general name of a series of human resource management activities carried out by enterprises to make up for job vacancies. It is the primary link of human resource management and an important guarantee to realize the effectiveness of human resource management. Staffing is the general name of a series of management activities carried out by enterprises in order to achieve the production and business objectives, adopt scientific methods, and achieve the effective combination of human resources with other material and financial resources according to the principle of making the best use of people, making the best use of things and making the best use of people. (2) Advantages and disadvantages of internal recruitment and external recruitment ① Internal recruitment refers to the activity of selecting suitable personnel from the internal human resources reserve of an enterprise to fill vacancies or add new positions through internal promotion, job change, job rotation and re-employment. Internal recruitment has the following advantages: A. High accuracy. Judging from the effectiveness and credibility of recruitment, the success rate of personnel decision-making has been improved due to the full understanding of internal employees. B. adapt quickly. From the perspective of operation mode, existing employees have a better understanding of the operation mode of the organization and can adapt to new jobs more quickly than new employees recruited from outside. C. strong motivation. From the perspective of motivation, internal recruitment can provide employees with opportunities for development, strengthen their motivation to work for the organization, and also enhance their sense of responsibility for the organization. D. low cost. Internal recruitment can save a lot of money. Disadvantages of internal recruitment: A. Unfair handling, improper methods or personal reasons of employees may cause some contradictions within the organization and have adverse effects. B. it is easy to cause "inbreeding". Employees in the same organization have the same cultural background, which may lead to the phenomenon of "group thinking" and inhibit individual innovation. C. Promoting managers from within the enterprise may lead to the tendency of "caring for promotion" and promote unqualified personnel to positions that he is not competent for. (2) External recruitment refers to the use of media to release information or intermediaries to recruit people from outside the enterprise. Advantages of external recruitment: a. bringing new ideas and methods. Employees recruited from outside have a brand-new and bold perspective on the existing organizational culture, with less emotional attachment. B. it is conducive to recruiting first-class talents. There is a wide range of external recruiters and a large choice. You can recruit many excellent talents, especially some rare compound talents. This can save internal training costs. C. the role of image building. External recruitment is also an effective way of communication, through which an organization can establish a good image among its employees, customers and other external personnel. Disadvantages of external recruitment: A. Screening is difficult and takes a long time. B. slow to enter the role. In order to understand the work flow and operation mode of the organization, employees recruited from outside need a long time for training and induction, which increases the training cost. C. the recruitment cost is high. External recruitment requires publishing information in the media or recruiting through intermediaries, which are very expensive. D. decision-making is risky. External recruitment must judge whether the candidate meets the requirements of the organization's vacant position through several short-term contacts, and it is likely to make inaccurate judgments due to some external factors, thus increasing the risk of decision-making. E. affect the enthusiasm of internal employees. If the competent people in the organization are not selected or promoted, that is, the internal employees are not given the corresponding promotion and development opportunities, the enthusiasm of the internal employees may be affected, and it is easy to "attract the son-in-law to leave his son".