Recruiting Internally and Externally

01.What is external recruitment?

When companies recruit candidates who are not a part of the organisation, it is called external recruitment. External recruitment is an intensive process wherein companies have to post the job descriptions on different job boards, create and engage with the talent pool, improve employer branding, and so on.

While external recruitment generally opens the door to creativity, it could come with some potential risks too.Being within a reasonable time frame, it takes about 27 working days on an average to hire a candidate. While there are numerous factors that could impact the timeline, here is how the process looks:

-01.1. Crafting a job description and advertising it on your company website and job portals

-01.2 Close the posting and screen the talent pool

-01.3. Analyse the application and shortlist candidates for assessment tests and interviews

-01.4.Sync with the hiring team about the candidates

-01.5. Select candidates and perform background and reference checks

-01.6.Finalize the job offer

While the existing workforce can easily fill some vacancies, it might be a little tricky for others. Businesses find it helpful to use external recruitment strategies to source their dream candidates.

Figure 01- what is reqrutment ..

02.External Recruitment Process 

Being within a reasonable time frame, it takes about 27 working days on an average to hire a candidate. While there are numerous factors that could impact the timeline, here is how the process....

02.1.Crafting a job description and advertising it on your company website and job portals

02.2.Close the posting and screen the talent pool

02.3.Analyse the application and shortlist candidates for assessment tests and interviews

02.4.Sync with the hiring team about the candidates

02.5.Select candidates and perform background and reference checks

02.6Finalize the job offer

While the existing workforce can easily fill some vacancies, it might be a little tricky for others. Businesses find it helpful to use external recruitment strategies to source their dream candidates.

03.Disadvantages of external recruitment:

03.1.A long and time-consuming process:

 One of the biggest reasons recruiters don’t favor external recruitment is because it can be very time-consuming. From crafting an engaging job description to post on job portals to preparing for the selection process and onboarding, there is a lot to do. Once you start receiving applications, recruiters find it challenging to sort through hundreds of resumes. However, having a robust ATS like the Freshteam recruitment software can easily manage the process. The tedious day-to-day work is efficiently driven by cutting-edge technology to give you time for more complex tasks.  In fact, you can publish a job with one single click from anywhere. It makes posting jobs and promoting them so easy to get a better talent pool to pick from.

03.2.A greater risk: 

Despite hiring talent from outside means opening the door to fresh ideas and skillsets, there could be many potential risks to consider. The best outside talent may have a limited understanding of your organization’s culture and the business. This might inevitably prevent them from adjusting quickly. In fact, they might never feel adjusted or in sync with your business environment, no matter how talented they may be. About 90% of recruiters say that they reject talent if they are not a good fit for the organization’s culture. This further even runs a risk of your workforce feeling demotivated or alienated and could result in you losing good employees in the future.

03.3.Costly process:

Advertising a job profile on different portals can be very expensive. With premium features on these platforms, you can gain maximum exposure. You can also improve your results with reduced costs by targeting niche boards. But, in the end, the longer your adverts run, the costs are bound to go up with no guarantee of giving you the talent you will definitely hire. All the negative hints can be turned into positive by taking some measures and working to eliminate them. Effective steps to support smooth onboarding and positively solving disputes can be effective strategies to mitigate the disadvantages of external recruitment

Figure 02.external reqrutment 

04.What is Internal recruitment..

Internal recruitment is the process of hiring and promoting employees within an organization to fill vacant positions, rather than hiring new employees from outside the organization. 

05.Definition of Internal Recruiting

Any method of identifying and attracting job candidates from within an organization can be considered internal recruiting. There are many different mechanisms, some formal and some informal, that can be used to identify quality internal candidates. Internal recruiting also offers some distinct benefits over recruiting from the outside, but it also has its critics. In the end, each organization and hiring manager should consider their needs and develop a recruitment plan that they believe will produce the best candidates for their needs.

06.Pros and Cons of Internal Recruitment

As with any recruitment strategy, internal recruitment has both pros and cons. Many managers like to hire from within because they either have more information on the candidate's past performance, or they have a working relationship with the supervisor who refers the candidate. Internal candidates also require less training time, at least most of the time. Since they are already working for the organization, human resources already has their paperwork, and those candidates also have existing relationships within the organization.

Recruiting from within also requires hiring managers to forgo potential benefits. Often, ideas brought from the outside help a company improve. Organizations have also seen the benefits of a diverse workforce, and hiring from within makes it impossible to increase the diversity of the workforce, since no one new is being brought in from the outside.

Figure 03.internal Reqrutments

07.Types of Internal Recruitment

Some of the formal types of internal recruitment include internal job postings and career ladders. These methods of internal recruitment are typically used at larger organizations where employees in one department may not hear about opportunities elsewhere in the organization through informal modes of communication.

Informal recruitment methods are also very common at large companies and are the primary way smaller organizations recruit internal candidates. Informal recruiting methods are things like promotions and supervisor referrals.

Internal job boards are online job boards or physical locations in a workspace where jobs can be posted. They function just like job boards at an employment agency or online with the exception that they are limited to only current employees. Career ladders are a popular human resource tool used not only to recruit internal candidates but to offer motivation to employees in the form of a career path.

08.Internal Reqrutment Key Process 

Figure 04.process of internal Reqrutment Process 

09.Internal Reqrutment Methods

Figure 05.methods of internal Reqrutments 

References

01.https://www.changerecruitmentgroup.com/knowledge-centre/how-to-keep-job-candidates-engaged-during-the-recruitment-process

02.https://www.freshworks.com/hrms/recruitment/external-recruitment/

03.https://study.com/academy/lesson/internal-recruitment-definition-methods-process.html

04.https://www.spiceworks.com/hr/recruitment-onboarding/articles/internal-recruitment-laying-the-foundation/amp/

05.https://www.freshworks.com/hrms/recruitment/external-recruitment/