External recruitment is most appropriate when:

External recruitment is most appropriate when:

• A. There is a surplus of internal candidates
• B. There is no need for new skills
• C. The organization needs skills not available internally
• D. All vacancies can be filled with promotions

Answer: (C)

External recruitment is used when the organization needs skills that aren’t available within the current workforce. When the required capabilities or expertise for a role aren’t possessed by internal candidates, bringing in people from outside is the most effective way to fill the gap and quickly access the needed knowledge, experience, and perspective. This is especially true for specialized or new skills that current employees don’t yet have, or for roles that require fresh approaches from outside the organization. If there’s a surplus of internal candidates or no need for new skills, internal promotions or transfers can meet the demand without looking externally. Likewise, if every vacancy can be filled through promotions, external hiring isn’t necessary.

External recruitment is used when the organization needs skills that aren’t available within the current workforce. When the required capabilities or expertise for a role aren’t possessed by internal candidates, bringing in people from outside is the most effective way to fill the gap and quickly access the needed knowledge, experience, and perspective. This is especially true for specialized or new skills that current employees don’t yet have, or for roles that require fresh approaches from outside the organization.

If there’s a surplus of internal candidates or no need for new skills, internal promotions or transfers can meet the demand without looking externally. Likewise, if every vacancy can be filled through promotions, external hiring isn’t necessary.