Advantages And Disadvantages Of Internal External Recruitment

You will need to find a replacement for an employee who leaves your company. There are two options: External and internal recruitment. You can rely on employees within your company to fill in for a vacant job. You can also look for candidates on the job marketplace if you choose to hire your staff externally. Both variants require precise personnel diagnostics. These will help you to determine the qualifications, competencies, and characteristics that an employee must possess for the job. These requirements must be met by employees within your company. Next, you will need to weight the benefits and drawbacks of both the internal and the external search for employees.

Internal Recruitment

By distributing the job description via your internal communication channels, you can fill a vacant position with your employers. You can do this with your employees, newsletter, via circular mail on the internet, or by posting a notice on a bulletin board. This is part of the internal staff recruiting process.You may be able to offer training if you cannot find the right candidate from you staff. A potential candidate might be the perfect fit for the job. They lack the “soft skills”, however. These soft skills can however be learned by candidates through coaching and seminars.

Methods For Internal Recruitment

A recruiter won’t usually help clients source candidates internally. These internal recruiting methods can be used by hiring authorities to locate a candidate within a company.


Hiring managers might promote an employee to fill a more senior position. Hiring managers are familiar with the capabilities of the employee because they have worked with them before.

Advertisement Internal

To recruit internally, hiring managers may promote a job within the company. They can post notices in break rooms or on bulletin boards and then send employees a memo. Include “internal only” if the job posting is online.

Tempo To Hire

Businesses may hire temporary employees. Temporary workers can be hired full-time, also known as temp to hire, temp to direct or temp to hire. A full-time hire of a temporary worker can result in increased hours, responsibilities, and a higher salary. The client company must pay a contract conversion fee for sourcing the worker. Temporary employees can be tested by hiring managers before being hired for full-time employment.

These are the advantages and disadvantages of internally filling vacant positions


Motivation of employees increases

You will save time and money by spending less.

Elimination of probationary period

Minimizes the risk of miscasts


Rivalries and envy emerge

Possibility of lack of respect from the boss’s own ranks for the new boss

No new wind

Nepotism or blindness are dangerous

The other vacant position should be filled if necessary.

External Recruitment

Place job ads in print or online if you are looking for external candidates. You will need to provide a detailed job description and a job profile.

External recruitment includes the publication of vacancies via your website or social media channels. This applies to the selection and evaluation of qualified candidates from a pool. External employee recruitment includes the collaboration with personnel consultants, temporary employment agencies, and head-hunters, as well as career fairs, and recruiting days.

Methods of external recruitment

External recruitment can be used by recruiters to locate candidates for clients. You have many options for finding qualified candidates that are not within your client’s organization. These are some common sources for recruitment.

Job Boards

To recruit outside candidates, post your client’s job opening on top job boards. A detailed description should be included in the job advertisement. Be specific about the qualifications and skills that your client seeks. Integration of job boards with your website or applicant tracking system is an option. The applicant tracking system organizes candidates who submit to the job board.

Social Media

Social media recruitment is a great way to find candidates from outside. You will need to establish trust with job seekers who have never worked for your client. To build relationships, you should interact on social media regularly.


Your website should include job openings. Clients can also post job openings on their websites. Your candidate pool will grow the more positions you post. You can find the right match for your client by increasing the number of candidates interested in a job.


Referring candidates to recruiters is a great way of finding qualified candidates. Referred candidates are found through your network. Referrals are appreciated by your client base and candidate pool. Stay in touch with clients and past candidates who may be able to refer you to leads.

The following are some of the advantages and disadvantages to consider when filling vacant positions by external candidates.


A large selection of applicants

Candidate exactly as per the profile

Fresh winds and the loosening of clogged structures

Operational blindness can lead to errors.


There is a higher chance of an appointment being wrong

Spend more time on training and recruitment

Costs significantly higher


There is no one method that is better than the other because of the many advantages and disadvantages. You should be focusing on long-term staff planning and diagnostics. This will help you determine whether an external or internal job advertisement is most appropriate. Only then can you choose the best measure.