The amount of challenge and responsibility inherent in a job is frequently cited as an important job choice factor, and this element is likely even more salient in healthcare organizations where professionals seek out positions that maximize use of their professional knowledge, training and skills.

External candidates come without dysfunctional relationships with others and without being involved in organizational politics, which is an advantage.

Job security is not an important determinant of job choice.

An advantage of external recruitment is that it may be faster and may involve lower cost for certain jobs.

A disadvantage of internal recruitment is that it may manifest the Peter Principle.

An advantage of external recruitment is that these candidates often bring innovative ideas to the organization.

An advantage of internal recruitment is that applicants have a good understanding of the organization.

Applicants are more likely to accept positions in organizations that share their values and style.

Organizations engage in a “blitz” process, in which they send out messages about their values to attract candidates with similar beliefs.

Static wheel unbalance causes: