Supervision in the Hospitality Industry- AHLEI Practice Test

All of the following are regarded as potential disadvantages to internal recruiting practices except:

1. A. Diminished flow of new ideas into the company

2. B. Morale problems with employees passed over for promotions

3. C. Filling employment gaps in one department by creating gaps in another

4. D. Higher costs than external recruiting

The correct answer is: D. Higher costs than external recruiting

The option that highlights "higher costs than external recruiting" is typically not considered a disadvantage of internal recruiting practices. In fact, internal recruiting can often be more cost-effective than external recruiting. When a company promotes from within, it saves on the costs associated with advertising, screening, and interviewing external candidates. Additionally, internal candidates generally have a shorter onboarding time because they are already familiar with the company culture and processes, which can further reduce costs. In contrast, the other options identify disadvantages associated with internal recruiting. For instance, internal recruiting can lead to a diminished flow of new ideas since the same pool of candidates is repeatedly considered for various roles. It can also create morale issues for employees who are overlooked for promotions, as they may feel undervalued or discouraged. Lastly, if an employee is promoted from one department, it could create gaps that need to be filled elsewhere in the organization. Each of these points underscores potential challenges that organizations should consider when implementing internal recruiting strategies.