The allure of the unknown sometimes prompts hiring managers to seek out external talent -- unaware of their flaws -- when qualified employees are already on staff.

Internal candidates are often at a disadvantage because they are known commodities. It would be rare to find an employee who doesn't have a blemish or two in their background that can tarnish what might be an otherwise stellar candidate.

. . . Bringing someone in from the outside can lend new perspectives and experiences, but it also requires that the candidate successfully adapt to the organization's culture. Cultural issues -- and the learning curve -- can become magnified when the new hire comes from a different industry or distant location.

"They have the challenge of having to adapt what's made them successful in the past to a new environment, so they do have a tough road ahead of them in terms of being able to establish their credibility in the organization," said Rebecca Schalm with RHR International.

. . . A common argument for not hiring from within is that "we don't have anybody with those skills," but experts say coaching and training existing staff can be a more cost-effective alternative.

"You can't make them smarter, more honest or make them love accomplishment more -- they have to come with that," said Linda Henman, president of Henman Performance Group. "But, if they don't know how to run a meeting or how to make small talk or how to mentor and coach their people, these are all things that are teachable and learnable.

"So let's talk about the talent you have and separate that which can be developed from that which cannot be developed, and let's give the people internally a chance," she said.

The rest of the story . . . .