Internal Recruitment And External Recruitment (Intro & Contrast)


Internal recruitment and external recruitment are the two primary hiring processes a firm can choose. These processes are used to fill new job openings or to replace a co-worker. You need to choose wisely, and for this, you have to look after your current needs and resources. In this blog, we will be teaching you the basics and contrast between the internal recruitment and external recruitment. This blog can help you with your decision. You just need to read the entire blog that includes all the aspects of internal recruitment and external recruitment. This way, you will be able to compare both methods (internal recruitment & external recruitment). 

What Is Internal Recruitment?

Internal recruitment refers to the hiring process within a particular firm. Internal recruitment is one of the effective ways to help to recruit leaders or HR managers so that they can quickly fill a vacant job position. They fill the job positions by promoting their current workforce. There are also plenty of benefits of the internal recruitment method. This blog also contains a complete overview of other forms of hiring. 

Why Should A Firm Adopt An Internal Recruitment Method?

We know that new talent is important for the growth of a firm. But the internal recruitment method is also important at their own level in order to achieve top talent. Internal recruitment helps a firm so that they can boost their current workforce's morale. Also, this method ensures the candidate's growth. In addition, I would like to include in this regard that internal recruitment is cost-effective as well as time-consuming. Hiring candidates by internal recruitment method is an excellent way. This way, hiring managers or recruiting managers can be able to fill the vacant job position easily. Also, it helps to encourage an employee's loyalty. 

How To Begin With An Internal Recruitment Process?

Following are some of the steps that tell how you can start an internal recruitment process:

Step 1: Job Identify And Coordination Between HR Managers And Candidates.

The HR manager's job is to figure out if the vacant job position can be filled internally. Then they discuss the same with the hiring manager. Internal recruitment and external recruitment methods should be discussed before making decisions on the final method.

Step 2: Contact

You might have seen that every job is transmitted internally along with its needs. In the internal recruitment method, the HR manager posts about the vacant job position within the firm. They do it through emails and the internet so that they can spread the information. This will be able to get the interested candidates. This is how contact with each other can be profitable in enhancing the internal recruitment method. 

Step 3: Screening Process

Let's discuss another internal recruitment process. Once you have done both the steps above, the screening process should be the next step. In this process, HR managers get the interested candidates. Then recruiting leaders or hiring managers to screen the applicants against the job needs. Then shortlist them. Therefore, screening candidates is another important step in the internal recruitment process

Step 4: Feedback & Shortlisting

This is another and one of the most important steps in conducting the internal recruitment process. In this process, the HR manager shares the shortlisted candidate's profiles with the hiring managers. The HR managers should also get feedback from every internal candidate. This way, they will be able to maintain the status of loyalty and trust even though some of the decisions can be difficult. Some of those decisions can proceed in order to enhance the morality of employees. This is how feedbacking and shortlisting is another and one of the most important steps in order to conduct the internal recruitment process.

Step 5: Interview process of candidates & Internal Recruitment Process

The interview process of candidates is the last and one of the most important steps in the internal recruitment method. The hiring manager's work is to interview the shortlisted candidates. Then they will need to decide the most suitable one. After this, the next job is as an HR manager. After selecting the suitable candidate, the HR manager's work is to facilitate a smooth internal recruitment movement of the candidates. Candidates move from their current job profile to the new job position. 

Pros Of An Internal Recruitment Process 

  • The most outstanding benefit of an internal recruitment process is that the promoted candidate would be already known to the firm culture. 
  • The particular candidate will know the ins and outs of your firm.
  • The internal recruitment process helps in bringing down the hiring costs.
  • It will have a positive impact on the particular firm's image as a whole. 

Cons of an Internal Recruitment Process 

  • Small recruiting pool
  • Jealousy and tensions
  • Training could be required.
  • Geographic mobility constraints

What Is External Recruitment?

After discussing almost everything about the internal recruitment process, this is the time to introduce an external recruitment method. External recruitment is also another huge way in order to attract and hire top talent. External recruitment process is well known in order to hire from outside a firm's current workforce. This is one of the best ways to bring fresh aspects to the firm. Also, the external recruitment process helps in exploring a broader talent pool. This blog helps you understand various steps of the external recruitment process, including benefits and external recruitment with details.

Why Should A Firm Adopt An External Recruitment Method?

There is no doubt that the external recruitment method brings fresh aspects. In addition, the external recruitment method has the power to challenge rules and rebuild the firm culture. Their novel ideas, problem-solving methods, and planned innovation are important for a particular firm's growth and keeping up with the trends. External recruitment has its huge importance in order to hire top talents. This process extends to the way where it motivates diversity in the workplace. In addition, this also works to increase the candidate pool in a positive change. Moreover, external recruitment methods are also important so that firms can build a stronger employer brand. Also helps in sustaining the candidate's loyalty.

How To Begin With An External Recruitment Process? 

Following are some of the steps that tell how you can start an external recruitment process:

Step 1: Recognize The Candidate's Need

The first step in the external recruitment method starts with recognizing and showcasing the candidate's needs. Recruiting leaders or HR managers work to prepare job descriptions. After that, they will need to figure out particular vacant job positions that should be filled as soon as possible.

Step 2: Posting Vacant Job Positions

The vacant job positions need to be advertised along with their job descriptions and relevant details. It is important to get your word out in order to hire the top talents for your firm for suitable job roles. There are plenty of platforms and channels that can help you post all the important details for any particular firm so that they can post such vacant job postings. There are several examples such as newspapers, career pages, social networks, famous job portals, and many more. This is how posting vacant job positions is part of the external recruitment method.

Step 3: Figure Out More Sources Of External Recruitment

Now let's discuss the additional sources of the external recruitment process. Eternal recruitment additional sources help recruit leaders or HR managers in many better ways. It helps in reducing the overall hiring time and conducting the talent hunt in a better way. In order to give a boost to the usual vacant job postings, these additional sources of external recruitment include consultants, HR agencies, etc. 

Step 4: Interviewing process

When you are done with your above external recruitment steps, proceed to the interview process next. You need to figure out if candidates start responding to your hiring efforts, such as job postings. Once you figure it out, this would be the time to start scheduling tests & interactions. This way, recruiting leaders and HR managers will have access to the available talent pool.

Step 5: Shortlisting The Candidates & Offers

The tests in the previous steps help HR managers or recruiting leaders to finally shortlist and hire candidates. You just need to get convinced by the candidate's aptitude, potential, expertise, culture-fitment, experience, and other big factors. Then, You can easily extend an offer. Also, you would like to wait for them to join your firm. This is how shortlisting the candidates can play a vital role in order to conduct the external recruitment process.

Pros Of An External Recruitment Process

  • The external recruitment method has the power to enhance your employer's brand.
  • This process is totally able to bring top young candidates who fit well with your firm and its culture. 
  • This process can bring the people with clear thoughts and the best profiles for the job. 
  • An external recruitment method helps in bringing loyal recruiters so that they can grow their skills within your firm. 
  • New candidates can bring the latest and fresh ideas to the current employees.

Cons of An External Recruitment Process

  • Higher recruitment costs
  • Longer onboarding process and integration.
  • The screening process can be tricky.
  • Risk of making a bad candidate choice

Final Words

So, we have discussed almost everything about internal recruitment and external recruitment. Internal recruitment is a powerful method of hiring employees within your firm. This process can be done by various methods such as transfers, promotions, as well as internal job postings. The internal recruitment process offers plenty of advantages such as less recruitment & induction time, lower costs, lower risk, etc. On the other hand, an external recruitment process also has various benefits on its level. So now, it is more important in order to figure out the ideal balance between these two hiring methods (Internal recruitment & external recruitment). I hope this blog has helped you as you expected. But still, if you have any confusion, you may visit our website - E Global Soft Services.

Internal recruitment refers to a firm that hires employees from within the particular firm that is already working there. Whereas external recruitment is when a firm hires employees outside of the firm that is not currently working there.

Hiring top candidates within the firm is a sign of a successful firm. This process indicates good research. Hiring costs will be less if you are using the internal recruitment process as a potential recruiter. It also tends to perform better than external recruitment methods.

Following are some of the important external recruitment methods:

  • Job Boards. 
  • Website.
  • Social Media. 
  • Increase branding.
  • Promotion.
  • Referrals.
  • Gain new perspectives.
  • Larger candidate pool

Following are some of the types of internal recruiters that you may use as a potential recruiter in order to hire top talents:

  • Transfers.
  • Recruiting Former Employees.
  • Internal Ads (Job Posting) 
  • Employee Referrals. 
  • Previous Applicants. 
  • Employment Exchanges

Following are the steps that will help you to get started with your internal recruitment process:

  • First of all, you need to figure out if you actually wish to recruit internally.
  • If yes, then you have to post your job internally.
  • Make sure to conduct a skill audit.
  • Spread the job opening info internally. 
  • Figure out applicants' skills and needs.
  • Do not forget to respond to every internal candidate.
  • Remember to update every internal candidate