Internal recruitment happens when an organization fills a vacancy within its existing workforce. Recruiting internally cuts the costs of recruitment (advertisement, recruitment agency fees, etc) and saves the business money. The process of recruiting is much quicker because applicants to the vacancy are already known to the business. Applicants’ records, reputations, and work approaches are already established. Therefore, also minimize the time for HR to assess the candidates. Internal recruitment can create a positive working environment within the organization. Employees will feel they are being recognized for their hard work thus increasing employee retention.
External recruitment happens when an organization looks to fill vacancies from outside of the company using various mediums (Job Ad, Manpower Supply Agencies, social media, etc). The advantage of recruiting externally is injecting fresh blood into the organization. These employees are able to provide fresh ideas and create new perspectives by applying their experience from other industries. A larger pool of External applicants is available compared to internal recruitment.
Agile organizations which require constant change and give importance to creative and innovative ideas are good to use External Recruitment. Whereas people-oriented organization that gives importance to their employees and treat them as their asset are good to use Internal Recruitment. Ultimately it is depending on what are the organization needs, what are their approach, what has worked well in the past, and what situations they are in when it comes to matching the best recruitment strategy
