Final answer:
In-house job recruitment is more suitable when filling the role through internal promotion, for high-level executive jobs with specific requirements, or for temporary hiring that might not be long-term.
Step-by-step explanation:
Under what circumstances is in-house job recruitment more suitable than employing an outside contractor for recruiting purposes? Comparing different scenarios can shed light on when internal recruitment might be preferable:
- B. when you insist on filling the role through internal promotion
- Circumstances such as ensuring cultural fit and valuing existing institutional knowledge over external qualifications might make in-house recruiting more desirable.
- A. for high-level executive jobs with very precise job requirements
- High-level executive jobs often entail complex job responsibilities and a deep understanding of the company's goals, vision, and processes.
- D. for hiring that is intended to be only temporary
- Using in-house resources for temporary hiring can be more cost-effective and faster than engaging an outside contractor, particularly when the demand for employment might not be long-term.
Each of these scenarios aligns with strategic HR management goals, whether prioritizing internal promotion, seeking highly specialized skills, or managing workforce flexibility during economic uncertainty.