Internal recruiting involves an organization using employees currently employed in the company to recruit or promote within the company. External recruiting occurs when an organization seeks talented people from outside the company. The advantages of internal recruitment are: it is easier to evaluate candidates since more information is accessible, less expensive and faster than an external search, the worker being promoted is already familiar with the policies, culture and operations of the company, indicates to workers that career opportunities exist in the organization, improves worker morale and loyalty to the company, decreases expenses for certain jobs (i.e., internal candidates are sometimes less expensive, especially at higher levels of management) and reduces the risk that employees will be upset. The disadvantages of internal recruiting are: narrowing of thinking and outdated ideas (known as "inbreeding") may not help the company improve, training will be required and a learning curve will occur for job duties, rejected applicants may become dissatisfied in the company and other workers will assume special treatment, difficult to develop quickly, affirmative action goals may be more difficult to achieve, a d training, fewer candidates and limited talent