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While internal recruitment—promoting existing employees to new roles—can be beneficial, external recruitment brings in fresh perspectives, diverse experiences, and new skills.

Let’s go over what external recruitment is and the best alternative to it.

What is external recruitment?

External recruitment refers to the process of seeking and attracting candidates from outside the organization to fill job vacancies. This approach contrasts with internal recruitment, where existing employees are considered for new roles or promotions. External recruitment is essential for bringing in new talent, expanding the company’s capabilities, and fostering innovation.

Importance of external recruitment

1. Access to a larger talent pool

External recruitment opens up a vast pool of candidates, increasing the chances of finding the best fit for the job. This diversity of applicants can bring in a wide range of skills, experiences, and ideas.

2. Bringing in fresh perspectives

New employees from outside the organization can offer fresh perspectives and innovative ideas. They can challenge the status quo and contribute to continuous improvement and growth.

3. Filling skill gaps

External recruitment allows companies to bring in specific skills that may be lacking within the current workforce. This is particularly important for roles requiring specialized knowledge or expertise.

4. Enhancing diversity

Hiring externally can help improve diversity within the organization. A diverse workforce brings different viewpoints and approaches, which can enhance creativity and problem-solving.

5. Strengthening the employer brand

A robust external recruitment process can enhance the employer brand, making the company more attractive to top talent. A positive reputation can lead to better candidate experiences and a stronger talent pipeline.

Methods of External Recruitment

1. Job Advertisements

Posting job openings on various platforms, such as company websites, job boards, and social media, is a common method of attracting external candidates. Effective job advertisements should be clear, concise, and engaging, detailing the job responsibilities, qualifications, and company culture.

2. Recruitment Agencies

Recruitment agencies specialize in finding and placing candidates in roles that match their skills and experience. They can save time and resources by pre-screening candidates and presenting only the most suitable ones to the hiring company.

3. Employee Referrals

Encouraging current employees to refer qualified candidates can be an effective way to recruit externally. Employee referrals often result in high-quality hires who are a good cultural fit, as current employees are likely to recommend individuals they believe will succeed in the organization.

4. Social Media Recruitment

Social media platforms like LinkedIn, Twitter, and Facebook are powerful tools for external recruitment. Companies can reach a large and diverse audience, engage with potential candidates, and promote their employer brand.

5. Job Fairs and Campus Recruitment

Participating in job fairs and campus recruitment events allows companies to connect directly with job seekers. These events are particularly useful for hiring recent graduates and entry-level employees.

6. Headhunting

Headhunting involves actively seeking out and approaching highly qualified candidates who are not actively looking for a job. This method is often used for filling senior or specialized roles.

7. Online Job Portals

Online job portals like Indeed, Glassdoor, and Monster are widely used for external recruitment. These platforms allow companies to post job openings and search through large databases of resumes to find suitable candidates.

Challenges of External Recruitment

1. High Costs

External recruitment can be expensive, involving costs for advertising, recruitment agency fees, and background checks. Additionally, onboarding new employees requires investment in training and integration.

2. Time-Consuming

The process of sourcing, screening, and interviewing external candidates can be time-consuming. It may take longer to fill positions compared to internal recruitment, where candidates are already familiar with the company.

3. Cultural Fit

Ensuring that external candidates align with the company culture can be challenging. New hires may require time to adapt to the organization’s values, norms, and practices.

4. Retention Issues

External hires may have a higher risk of turnover compared to internal hires. They may leave the organization if their expectations are not met or if they face difficulties integrating into the company.

5. Uncertainty

There is always a level of uncertainty with external hires regarding their performance and compatibility with the team. Despite thorough screening, predicting how a new hire will perform in the actual work environment can be difficult.

Alternative to external recruitment

The best alternative to external recruitment is Paraform, an online platform that enables companies to sign-up, post a role, and have qualified recruiters instantly headhunting the right talent.

You set your own bounties and manage the entire process.

Check it out today.

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