Recruitment is one of the most vital tasks that a company, business or any non-business institution performs since it defines the type and quality of employees in an organization. If recruitment is done accordingly and precisely, the company or organization will easily attain all its plans. Recruitment can be done internally or externally. The choice between external recruitment, which means employing the fresh staff, and internal recruitment, which entails replacing a vacancy with the company’s employee, can be perplexing for the management since it has both disadvantages and advantages.

External recruitment is replacing the job vacancies with someone from outside the organization. Most organizations involve in external recruitment fairly often, specifically the rapidly developing companies, or the ones operating in the fields with high worker turnover. The procedure of hiring fresh workers is extremely critical to the organization’s accomplishment. The hiring process does not simply start with interviews and ends with the career offers. Instead, it entails deep considerations and planning prior to the interview. Job recruiters and managers need to contemplate the main features of the vacancy prior to advertising, cross-examining, and choosing fresh workers to occupy the vacancy. It is vital to consider the candidate and the job to get the best staff.

Sources of External Recruitment

There are very many ways of external recruitment that include the following ones. Firstly, external recruitment can be direct. This form of external recruitment entails hiring staff from the external bases by placing a note of vacancy on the company’s notice board. The details of the job are similarly stated on the notice board. This system is important for hiring white-collars, blue-collars, and technical staff. This form of external recruitment is appropriate when there is high availability of human resources in the market.

Secondly, there is a casual callers’ form of external recruitment; it concerns the candidates who have earlier applied for the similar positions. It means that the organization uses the already available applications in the office as a source of potential candidates. Generally, applications from people who are already in the company’s database are referred to as the fresh applicants and the most suitable applicants considered for the job position. This process, as a rule, reduces the recruitment costs.

Thirdly, advertising can be used in external recruitment. It is a very popular way of external recruitment where job position is advertised via various electronic, print, and other media. When the experienced and qualified applicants cannot be recruited via other methods, the advertisement system is used to attract the experienced and qualified personnel. Generally, most of the senior vacancies in the companies are replaced using this method.


Firstly, external recruitment provides companies with wider choice of choosing the suitable candidate. With the presence of a group of qualified and experienced personnel, the hiring process becomes more viable in selecting the suitable staff. Secondly, external recruitment offers a plenty of qualified people for choosing. The availability of large number of applicants adds fresh blood into the company or organization. In addition, external hiring enables adoption of new skills and strategies in the company. It, in turn, inspires the inflow of fresh ideas, skills, and knowledge to perform the tasks effectively. This type of hiring similarly generates an atmosphere of healthy competition between external and internal staff members, who are considered more efficient and trained.

Since external recruitment inspires the adoption of fresh skills, acquaintance, and ideas in the business, it aids in facilitation of the ecological changes. Moreover, being in this open system, external hiring offers opportunity to all potential applicants to apply for the vacant position in the company; it, in turn, broadens the choice. External hiring also makes sure that the seniors are given respect they deserve since employees in the organization are not too acquainted with the fresh recruiter and will respect him unlike someone who used to work with him or her on the similar rank.

Many people argue that recruiting already proficient staff is cheaper as compared to promoting and developing the already existing internal talents. This upshot varies and depends on the price of a fresh hire. When a company recruits a unique talent from a very close rival, the business acquires a good worker and as an extra advantage, the rival loses the one. Similarly, external hiring and advertisement for external recruits may indirectly assist the company in building its brand name, indicating to the clients that the company is developing that, in turn, may boost the business’ sales. External recruitment may consequently hold the workers in suspense since they know that they should work hard to compete with the outsiders. It may, in turn, boost the organizations output.


Firstly, when external recruitment is compared to internal hiring, it proves to be very costly, as it requires additional cost for the position advertisement and preparation of the plan for hiring. The person conducting the recruiting also needs a budget to conduct the process, for instance, paying for the services of the recruiting agencies. Secondly, external hiring brings dissatisfaction in the organization since when the staff is hired externally, the current employees may feel disgruntled and may even leave the company.

As a rule, external hiring has to follow a long procedure. For instance, the stages of job advertisements, collecting applications, reviewing the credentials of all applicants that are to be done before the appointment take a long time. Adaptability is also a major problem for external recruitment because most fresh employees normally face the issue of adaptation to the current environment. It, therefore, means that person requires a lot of time in order to familiarize with the organizational settings. Similarly, the existing workers sometimes think that the fresh ones are their competitors. Consequently, organization may face a problem of low quality and loss of productivity.

External recruitment in other cases may also bring uncertain response as some of the new candidates may not fit for the task because of the partial information about the newcomers. In other cases, hiring the new employees in the organization may actually influence the morale of the current workers. External hiring in any company or organization can face barriers; for instance, external hiring needs a worker to adapt to the fresh atmosphere and, if the fresh employee is in management, the changes initiated by the new worker may work against the managerial culture. This process of staff recruitment can designate that the management of the institution fails to train or inspire their workers through the advertising opportunities and career progression. In addition, the outside recruitment can lead to a great rate of worker turnover when the employees comprehend that there is no possibility for career development.

External candidates, on one hand, have already proved their lack of loyalty by leaving their organizations. They may have the same lack of reliability at the present company. This situation will make the firm start recruiting again if the employees freshly hired leave the organization causing the company additional costs. Some of the new externally hired candidates may ask for higher salaries then the existing employees in the firm. It, in turn, may lead to raising all salaries for all the workers in the company.

Finally, whether to fill the position from within or externally is the management’s choice that depends on the corporations’ requirements and present work force in the business. Before deciding to hire externally, management must continuously check the existing staff to see whether the company can hire from within or not. It is because internal hiring is helpful to an organization since it provides an organization with a chance to inspire its workers by encouraging them; it also makes sure that the talents are kept in an organization and an organization receives a chance for growth. Similarly, external recruitment also has its benefits because it brings new ideas, skills, and innovations into the organization. Though the method is costly in some cases, it should be adopted by the big companies that need growth.

The essay was written by the professional writer from – Betty Bilton.