Q.Which of the following is not a limitation of internal sources of recruitment ? (A) It reduces the scope of induction of fresh talent in the organization. (B) The employees may become lethargic if they are sure of time-bound promotions. (C) It may lead to dissatisfaction and frustration among existing employees as they may feel that their chances of promotion are reduced. (D) The spirit of competition among the employees may be hampered.
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🔒 Start your 14-day free trial to unlock the full solution →Concept understanding — Internal Recruitment Benefits
Let’s start with something you already know. Imagine a college fest. The organising team needs a new coordinator. They can either pick someone who is already a member of the team — someone they know, whose work they’ve seen — or they can put up a notice asking any student from the entire college to apply. The first option is internal recruitment; the second is external recruitment.
Now bring that to a business. Every organisation, at some point, needs to fill a vacancy — a new job, a promotion, a transfer, or a replacement. The question is: where do you look for candidates? Do you look inside the company, among people who already work there? Or do you go outside, to the open job market?
Internal recruitment means filling a vacancy from within the organisation. Existing employees are considered — through promotions, transfers, or even asking current staff for referrals. The key idea is that the candidate pool is limited to people who already work there.
External recruitment means looking outside the organisation for candidates. This includes advertising jobs in newspapers or online, hiring through placement agencies, campus placements, or walk-in interviews. Anyone from the general public who meets the qualifications can apply.
The NCERT textbook (Class 12 Business Studies, Chapter 6 — Staffing) clearly states: Internal recruitment is a source of recruitment that seeks applicants from within the organisation, while external recruitment seeks applicants from outside the organisation. Both are valid, but they serve different needs.
Why does this distinction matter? Because each has its own strengths and weaknesses.
Internal recruitment is faster and cheaper. You already know the person’s work ethic, skills, and attitude. It also boosts morale — employees see that hard work can lead to promotion. But it has a downside: it limits the pool of talent. You might miss out on someone brilliant from outside. Also, it can create a sense of entitlement or internal politics. …
The question asks which option is not a limitation of internal recruitment. Let’s check each one carefully.
Internal recruitment means filling vacancies from within the organisation. Its limitations include: it restricts the entry of new ideas and fresh talent, it can make employees complacent if promotions are automatic, and it can reduce healthy competition because everyone knows the next person in line. …
The statement that is not a limitation of internal sources of recruitment is option (C), because it actually describes a limitation of external recruitment, not internal.
Internal recruitment — filling vacancies from within the existing workforce — is a common practice in many organisations. It has clear advantages: it is cheaper, faster, and boosts employee morale by rewarding loyalty. But it also comes with well-recognised drawbacks. The question asks you to identify which of the four given statements does not count as a limitation of this method.
Let us examine each option carefully.
Option (A) says internal recruitment reduces the scope of induction of fresh talent. This is true. When you only hire from within, you are recycling the same pool of skills, ideas, and perspectives. No new blood enters the organisation, which can stifle innovation and limit the organisation’s ability to adapt to changing environments. This is a genuine limitation.
Option (B) points out that employees may become lethargic if they are sure of time-bound promotions. This is also a valid limitation. If promotion is seen as automatic — based on seniority rather than merit — the incentive to work hard or improve performance weakens. Complacency sets in, and overall productivity can suffer.
Option (D) states that the spirit of competition among employees may be hampered. Again, this is correct. When everyone knows that the next promotion will go to the person with the longest service, there is little reason to compete. Healthy rivalry, which often drives excellence, fades away. …
- CBSE 2026Set 66/3/11 markMCQQ.Which of the following is not a limitation of internal sources of recruitment ? (A) It reduces the scope of induction of fresh talent in the organization. (B) The employees may become lethargic if they are sure of time-bound promotions. (C) It may lead to dissatisfaction and frustration among existing employees as they may feel that their chances of promotion are reduced. (D) The spirit of competition among the employees may be hampered.
›Reveal solutionSolution
The statement that is not a limitation of internal sources of recruitment is option (C), because it actually describes a limitation of external recruitment, not internal.
Internal recruitment — filling vacancies from within the existing workforce — is a common practice in many organisations. It has clear advantages: it is cheaper, faster, and boosts employee morale by rewarding loyalty. But it also comes with well-recognised drawbacks. The question asks you to identify which of the four given statements does not count as a limitation of this method.
Let us examine each option carefully.
Option (A) says internal recruitment reduces the scope of induction of fresh talent. This is true. When you only hire from within, you are recycling the same pool of skills, ideas, and perspectives. No new blood enters the organisation, which can stifle innovation and limit the organisation’s ability to adapt to changing environments. This is a genuine limitation.
Option (B) points out that employees may become lethargic if they are sure of time-bound promotions. This is also a valid limitation. If promotion is seen as automatic — based on seniority rather than merit — the incentive to work hard or improve performance weakens. Complacency sets in, and overall productivity can suffer.
Option (D) states that the spirit of competition among employees may be hampered. Again, this is correct. When everyone knows that the next promotion will go to the person with the longest service, there is little reason to compete. Healthy rivalry, which often drives excellence, fades away. …
- CBSE 2026Set ANNUAL1 markQ.Fill in the blank: Promotion is an ________ source of recruitment.
›Reveal solutionSolution
Promotion is an internal source of recruitment.
Internal sources fill vacancies from within the organisation, mainly through transfers and promotions. Promotion raises an existing employee to a higher post with more pay and responsibility. As no outsider is brought i …
- CBSE 2025Set 66/2/11 markMCQQ.Choose the statement that correctly highlights the benefit of using internal sources of recruitment. (A) It helps in simplifying the process of selection. (B) It provides wider choice while selecting the employees. (C) It brings new blood in the organization. (D) It is an expensive and time consuming source.
›Reveal solutionSolution
Internal recruitment simplifies selection because the organization already knows the candidate's performance, abilities, and cultural fit, making evaluation faster and more reliable.
When an organization needs to fill a vacancy, it faces a fundamental choice: look within its existing workforce or search outside. Internal sources of recruitment — promotion, transfer, or internal job postings — draw from people already employed by the firm. The question asks us to identify the genuine advantage this approach offers.
The core benefit lies in familiarity and reduced uncertainty. When you promote or transfer someone who has worked in your organization for months or years, you already possess a wealth of information about them. Their track record is visible: how they handle deadlines, whether they collaborate well, their technical competence, their attitude during pressure. Performance appraisals, supervisor feedback, and day-to-day observation have built a detailed picture. This stands in sharp contrast to external recruitment, where you meet a candidate for perhaps two or three interviews, review a résumé that highlights only strengths, and rely heavily on references that may be polished or incomplete.
Because of this existing knowledge, the selection process becomes markedly simpler. You do not need elaborate assessment centers, multiple rounds of testing, or lengthy background verification. The risk of a bad hire drops significantly — you are not gambling on an unknown quantity. Training time shrinks too, since the internal candidate already understands the company's culture, procedures, and unwritten norms. Onboarding, which can take months for an outsider, compresses into a brief orientation to the new role.
Now consider the other options in light of what internal recruitment actually delivers:
- Wider choice? No. By definition, internal recruitment restricts the pool to current employees. If your organization employs 500 people, you choose from 500; the external labor market offers thousands or millions. Internal sources narrow choice, not widen it. …
- CBSE 2025Set ANNUAL1 markMCQQ.Internal sources of recruitment are ________ than External sources of recruitment. (A) having more wider choice (B) more competitive (C) having more fresh talent (D) more economical
›Reveal solutionSolution
Internal sources of recruitment (promotion, transfer) are more economical than external sources because they save the company the time, money and effort spent on advertising, external screening, and training a completely new employee.
Internal sources of recruitment draw candidates from among the organisation's own existing employees, mainly through promotion and transfer. External sources draw candidates from outside the organisation (campus placement, advertisement, placement agencies, employment exchanges, etc.).
Comparing the two:
- Economy: Hiring internally needs no advertisement cost, no large-scale screening of unfamiliar candidates, and usually a shorter induction period, since the employee already knows the organisation's culture and systems — making it more economical.
- Choice: External recruitment actually offers a wider choice of candidates (option A), since the pool is the whole job market, not just existing staff. …
- CBSE 2024Set ANNUAL1 markQ.Fill in the blank: Promotion is an ________ source of recruitment.
›Reveal solutionSolution
Promotion is an internal source of recruitment.
Internal sources fill vacancies from among the organisation's existing employees, mainly through transfers and promotions. Promotion means shifting an employee to a higher post with more responsibility and pay. Since no outsider is brought …
- CBSE 2024Set ANNUAL1 markQ.Internal source of recruitment demotivates the existing employees. Is this statement true or false?
›Reveal solutionSolution
The statement is false — internal sources of recruitment generally motivate, not demotivate, existing employees.
Internal recruitment means filling vacancies from among the organisation's own existing employees, usually through transfer or promotion. Far from demotivating staff, this practice is valued precisely because it boosts morale: employees see that the organisation rewards loyalty, experience, and good performance with real career advancement, which encourages them to work harder and stay with the organisation (improves retention). It is also cheaper and faster than external recruitment, and the employee is already familiar with the organisation's culture and systems. The genuine limitation of internal recruitment is different — it can limit the inflow of fresh ideas/talent …
- CBSE 2024Set ANNUAL1 markMCQQ.Which method of recruitment is economical?(a) Internal(b) External(c) Both(i) and(ii)(d) None of the above
›Reveal solutionSolution
Internal recruitment (filling a post from among the organisation's own employees, via promotion or transfer) is the more economical method of recruitment compared to external recruitment.
External recruitment means searching for candidates outside the organisation — through newspaper advertisements, placement/recruitment agencies, campus drives, or employment exchanges — all of which cost real money and management time, and also require a fresh, often lengthy, selection and induction process for someone unfamiliar with the organisation. Internal recruitment, by contrast, draws on people already working in the firm: the organisation already knows their performance record, no advertising or agency fee is needed, the selection process is quicker, and the new role needs far less induction/orientation since the employee already underst …
- CBSE 2023Set ANNUAL1 markQ.Fill in the blank: Promotion is an ________ source of recruitment.
›Reveal solutionSolution
Promotion is an internal source of recruitment.
Internal sources fill vacancies from within the organisation, mainly through transfers and promotions. Promotion raises an existing employee to a higher post with more responsibility and pay. As no outsider is brought i …
- CBSE 2023Set ANNUAL1 markQ.Which source of employment motivates existing employees?
›Reveal solutionSolution
Promotion, an internal source of recruitment, is what motivates existing employees.
When an organisation fills a vacancy by promoting someone already working there, it signals to all employees that hard work and loyalty are rewarded with career growth. This recognition builds confidence and loyalty, and motivates employees generally to perform better in the hope of being considered for future promotions, in a way that recruiting purely from outside the organisation does not. B …
- CBSE 2023Set ANNUAL1 markMCQQ._____ source of recruitment include transfer and promotion of employees.(a) External(b) Internal(c) Demotion(d) Casual caller
›Reveal solutionSolution
Internal sources of recruitment include transfer and promotion of existing employees.
Recruitment sources are classified as internal or external. Internal sources draw candidates from within the organisation's own existing workforce:
- Transfer — moving an employee from one job to another, usually at the same level of responsibility and pay, often to a different department or location.
- Promotion — moving an employee to a position of higher responsibility, authority and usually higher pay, as a reward for performance and to fill a vacancy at a senior level. …
- CBSE 2020Set ANNUAL1 markMCQQ.Which of the following is an internal source of recruitment?(a) Direct recruitment(b) Casual caller(c) Promotion(d) Campus recruitment
›Reveal solutionSolution
Promotion is the internal source; the other three options are all external sources.
Recruitment sources are classified as internal (from within the organisation) and external (from the outside labour market) — a standard distinction in the Staffing chapter of the Class-12 Business Studies/commerce syllabus:
- Internal sources — Transfers (shifting an employee to a similar post in another department) and Promotions (moving an employee to a higher post). These use the organisation's own existing workforce, build morale, and reward loyal/experienced staff.
- External sources — Direct recruitment (notices at the factory/office gate), Casual callers (candidates who walk in or write in on their own), Campus recruitment, placement agencies, advertisements, employee referrals, and labour contractors. These bring fresh talent and new ideas from outside. …
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