Internal and external recruitment

What is internal and external recruitment?

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Internal recruiting is hiring a new employee from the company’s current staff.

External recruiting is hiring a new employee from outside the company.

To understand the similarities and differences between these types of recruitment more in detail, we should look at internal vs external recruitment and compare the specifics of their processes based on the main criteria:

1. Clients and the order for recruitment.

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In internal recruitment, the client is the head of a structural department of the same company.

Whereas in external recruitment, the client is a client company.

2. Search and selection.

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In internal recruitment, the search occurs by collecting recommendations and analyzing resumes and personal files of full-time employees.

On the other hand, in external recruitment, the search takes place using all sorts of outside recruitment tools, sources, and resources, such as social media, job boards and job platforms, etc.

3. Interviewing and closing the vacancy.

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There is practically no difference between the two types of hire at this stage. In both cases, candidates go through several interviews with different company representatives and a test task. And the eventually selected candidate, who has successfully passed all stages of the recruitment process, moves on to the onboarding stage.

Naturally, onboarding is faster and easier if the candidate has been selected through internal recruiting because they are familiar with the company, its working conditions, policies and culture, and most, if not all, of its employees.

However, it is not always possible to find and hire the right candidate in the company itself, even if it has a large staff. Then the companies resort to the services of international recruitment agencies like OnHires.

4. Failure to pass the probation.

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In external recruitment, if the selected candidate does not pass the probationary period or leaves without passing it, the recruiting agency undertakes to find a free replacement as soon as possible.

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As for internal recruitment, such a way out of the situation is impossible, since the best candidate from the company’s internal resources has already been chosen and has not fit. Then the solution may be only one: to turn to external recruitment.

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The advantages of internal recruitment

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I would highlight the advantages of internal recruitment as follows:

• Saving money.

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When a company hires its own employee for a new position in the company, there is no need to spend money on paying for a recruiting agency’s services.

• Saving time.

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Closing a vacancy with the candidacy of the company’s own employee takes a minimum of time, much less than if you had to turn to external recruiting for help with finding an employee.

• Faster and easier onboarding.

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Since the employee comes to the new position from their own company, they are already familiar with the policy and culture of the company, working conditions, and personnel. These facts will greatly facilitate and accelerate their adaptation to their new position.

• Increasing employees’ respect for their company.

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When a worker from the team is promoted to a new role in the company, the leadership thereby demonstrates to its staff that it appreciates them and does not want to exchange for outsiders. This can significantly increase employee morale and loyalty to the company.

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