Supervision in the Hospitality Industry - AHLEI Practice Test 2025 - Free Hospitality Supervision Practice Questions and Study Guide

The choice of external recruiting to fill open managerial positions is not aligned with a policy of internal promotion for supervisory roles because it undermines the goal of promoting from within. When an organization emphasizes internal promotions, it prioritizes developing existing employees for higher-level roles, thereby fostering motivation and career growth among staff.

Recruiting externally for managerial positions can lead to feelings of frustration or disenfranchisement among current employees who aspire to those roles but have not been given the opportunity to advance. It can also create a gap in the organizational culture and continuity, as new hires may not have the established understanding of the company's values and operational procedures that current employees possess.

In contrast, internal recruiting for supervisory roles directly supports internal advancement and career development, while succession planning ensures that employees are prepared to step into future roles. External recruiting for line-level positions does not conflict with internal promotion strategies, as those positions typically do not have a direct impact on the promotion pipelines for supervisory levels.