1. Internal Recruitment:
Internal recruitment involves hiring employees from within the organization. This type of recruitment has several benefits:
a) Increased Employee Morale: Promoting employees from within boosts employee morale and motivation, as it shows that career advancement opportunities exist within the organization.
b) Lower Costs: Internal recruitment is generally less expensive than external recruitment, as the organization doesn't need to spend resources on advertising and screening external candidates.
c) Cultural Fit: Internal candidates are already familiar with the organization's culture, values, and work practices, making them a good fit for the organization.
d) Quicker Hiring Process: Since internal candidates are already known to the organization, the hiring process can be quicker, as there is no need for extensive screening and background checks.
Types of Internal Recruitment:
i. Promotions: This involves moving an employee to a higher position within the organization based on their performance and experience.
ii. Transfers: This involves moving an employee to a different department or location within the organization.
iii. Job Postings: Internal job postings can be shared within the organization to allow interested employees to apply for open positions.
iv. Employee Referrals: Employees can refer qualified individuals from their personal or professional networks for job openings in the organization.
2. External Recruitment:
External recruitment involves hiring employees from outside the organization. This type of recruitment is necessary when the organization doesn't have suitable internal candidates or requires specific skills and expertise not available within the organization.
Benefits of External Recruitment:
a) Access to a Wider Talent Pool: External recruitment allows organizations to tap into a broader range of candidates with diverse backgrounds and experiences.
b) Specialized Skills and Expertise: External recruitment enables organizations to bring in individuals with specific skills and expertise that may not be available within the existing workforce.
c) Fresh Perspectives: External candidates can bring new ideas, perspectives, and innovative approaches to the organization.
Types of External Recruitment:
i. Advertising: Job advertisements can be placed in newspapers, websites, and job portals to reach a wide range of external candidates.
ii. Networking: Building relationships with professionals in relevant industries and attending industry events can help organizations identify potential external candidates.
iii. Referrals: Current employees can refer qualified individuals from their professional networks for job opportunities.
iv. Online Presence: A strong employer brand and an engaging career page on the company's website can attract potential candidates.
v. Recruitment Agencies: Organizations may hire recruitment agencies to assist in sourcing and screening external candidates.
The choice between internal and external recruitment depends on various factors, including the availability of internal candidates, the urgency of the hiring need, the required skill sets, and the organization's recruitment strategies and policies.