Difference Between Internal and External Recruitment
The difference between internal and external recruitment is, mainly, the source from which the selection process is made . This, to cover a job vacancy in the company.
The main difference between internal and external recruitment is found, as we have said, in that internal recruitment consists of calling those who belong to the organization, while external recruitment uses applicants who are outside the company.
Next, we will see in detail the other distinctions that can be made between the two types of recruitment and their most notable characteristics.
Actions for internal and external recruitment
For internal recruitment, a communication can be sent to all employees that are part of the company. This, advising that there is a job vacancy that they can apply for.
Another action that could be taken is to decide to promote one of the employees. Thus, this worker goes on to cover a vacancy that had become available, in a higher professional group within the organization.
On the other hand, for external recruitment , you can use job boards on the Internet (where a notice is placed to receive applicants), advertisements in the media, job fairs, recommendations from company employees, among others.
Cost of internal and external recruitment
Internal recruitment is usually less expensive. This is because the applicants already belong to the company, so they do not have to go through so many previous selection stages. In other words, it is a process with fewer evaluations that, consequently, requires fewer resources and time.
On the other hand, in external recruitment, applicants must go through several filters. This, to confirm that they have the knowledge and skills required by the company, and the vacant position. Thus, they must pass not only technical exams, but also psychological evaluations and even group dynamics and other types of tests.
Adaptation in internal and external recruitment
The adaptation process after an internal recruitment, like the selection process, is usually faster in contrast to external recruitment. This is because the person hired already knows how the company works.
On the other hand, when a new worker comes from outside the organization, more things must be explained to him, with which he must become familiar.
Contributions of new ideas in internal and external recruitment
It is often highlighted as one of the main advantages of external recruitment that the new worker can bring innovative ideas to the company, which would not have come if the company limited itself to internal recruitment.
These new proposals may come, for example, from the experience of having worked in other companies in the same sector.
Internal and external recruitment incentives
Internal recruitment serves as an incentive for the organization's workers, so that their effort can be rewarded with a promotion.
However, the above does not occur with external recruitment, which could discourage personnel currently working in the firm.
In contrast, external recruitment offers a greater possibility of diversifying the options of eligible candidates to fill the vacant position. Thus, in theory, it is more likely that the most suitable person can be chosen.
An additional point to bear in mind is that in a selection process, candidates from outside and from within the organization can be considered. That is, you should not always opt for only one type of recruitment, but they can be combined.