Internal recruitment or external recruitment, what is the effective recruitment process?

Internal recruitment

What is Internal Recruitment?

Internal recruitment is a form of recruitment within the existing human resources of the enterprise by transferring positions to work in other departments or higher positions.

Internal recruitment forms

Set up an internal information page: Employers can provide career advancement opportunities through links, software, systems, websites, etc. of the business. Be sure to provide the employer's contact information if an employee wants to apply for the position you are looking for.

Build courses and training courses: This is the way that businesses inspire and seek the initiative to challenge themselves. Employees will actively cultivate more skills, experience and access to new roles that the business is oriented

Employee performance tracking: Employers can use human resource management software to track employee performance. Thereby, determine the feasibility and select the appropriate person.

Internal recruitment process

Depending on the size and characteristics of the business, the internal recruitment process will be different, usually the process of this form of recruitment will be done as follows:

Internal recruitment notice: Employers will send recruitment notices and job descriptions to all employees.

Employees apply for recruitment: All employees can apply for jobs or suggest other employees suitable for the position the business is looking for.

Review and selection: Business leaders or human resources department will play the role of recruiters to review, analyze and evaluate all employee's application files to select suitable candidates.

Announcement of matriculation: Employers send notices of admission to employees via text or email.

Position transfer: The employer will hand over the employee to a new department or working group to take over the job.

Track new employees: Employers will monitor the working capacity of new employees to make timely decisions if they do not meet the nature of the job.

Benefits of choosing internal recruitment

Save time, effort and money

Internal recruitment helps businesses save costs, time and effort for recruitment services or using paid media. During the working process, the HR department will easily capture, analyze and evaluate the capabilities of the employees to shape their role in the business. As a result, creating opportunities to help businesses find potential candidates for new positions.

In addition, employees are familiar with the environment and corporate culture, so managers do not need to spend a lot of time helping employees adapt.

Boost employee morale

Internal recruitment promotes effective employee morale, so that they actively challenge themselves and are ready for new roles. Depending on the level of dedication, businesses will recognize and transfer or change roles for employees when the time is right. Thereby, employees will feel valued.

Create conditions for employees to stick with the company for a long time

With internal recruitment, employees will actively apply their knowledge, professional skills and experience to jobs that bring value to the business. Thereby, boosting employee morale and productivity and especially increasing employee's long-term commitment to the business instead of considering job-hopping factors.

Attract more external candidates

In addition to giving employees the opportunity to advance their careers, internal recruitment is also one of the ways to attract external talent. Businesses can leverage and share employee success stories to set themselves apart from competitors.

Limitations when choosing internal recruitment

Unknowingly causing discontent among the staff

If the employer does not ensure fairness and transparency in the internal recruitment process, it can unintentionally create grievances among employees. If the same professional experience is for the same position, the employee who is not selected may become negative when compared with the person being promoted.

Usually, the administrator will choose one of the employees with extensive experience and specialized skills in high positions. However, not all employees aspire to advance in leadership roles with high work pressure. These candidates may feel uncomfortable turning down a promotion for a position they find unsuitable.

Create a personnel gap

Internal recruitment can create personnel gaps in a group or department of an enterprise. This type of recruitment can disrupt business until the employer fills the position with another suitable candidate. At the same time, this form is also difficult to meet the quantity requirements if many employees are needed.

Lack of new human resources

Hiring only internally can cause employers to miss out on potential candidates with new skills and ideas that current employees don't have. This inadvertently creates stagnation in the work process instead of innovation.

External recruitment

What is external recruitment?

Forms of external recruitment

Social media: Businesses can search for candidates through shared posts on Facebook, Instagram, LinkedIn, etc.

Industry organizations: Consider posting vacancies on industry websites and in professional publications.

Events or job fairs: Businesses can find candidates at events or job fairs by giving short presentations or handing out flyers.

Business Website: Add a career section to your business website with the positions the business is looking for.

Employee Referral: Ask the employee to contact a qualified friend or relative.

College Career Center: Develop relationships with universities and notify when you have open positions.

Advertising: Consider advertising on multiple channels such as newspapers or social media to find a good source of candidates.

The external recruitment process will be carried out as follows:

Unify recruitment criteria

Develop detailed job descriptions for each vacancy

Searching for suitable candidates on many channels such as 24h Job, Company Website, Social Network, etc.

Screening candidate profiles: Eliminate unsuitable resumes and select suitable candidate profiles.

Send invitations to interview and arrange suitable appointment.

Interview candidates: Hold a face-to-face or online meeting to exchange with employees the necessary information about the job.

Select potential candidate profiles.

Notification of results to candidates: Employers will notify about recruitment results, job offers as well as information about salary, bonus, allowances, benefits, ...

Employee introduction: Employers will introduce new employees' working positions and help them quickly integrate into the job.

New employee tracking: Track the performance of new employees.

Benefits of choosing to hire outside

More selection of potential candidates

Instead of just relying on the company's personnel, employers can discover an abundant source of candidates in the labor market.

"New wind" for business

The candidates recruited from this form of recruitment help the business to have a new perspective, employees can make recommendations to improve operations in the department, workgroup or the whole business.

Increase diversity in the workforce

This form of recruitment creates diversity in the enterprise's staff. Thereby, creating a corporate culture when combining multiple perspectives to make positive change and promote more effective work.

Ensure healthy competition

Using external recruitment will reduce tension between employees in the enterprise when competing for vacancies. Moreover, this form of recruitment is based on fairness criteria between candidates, potential candidates will be selected based on their professional capacity.

Limitations when choosing to recruit outside

Expensive recruitment costs

External recruitment will cost more than internal recruitment as employers pay for recruitment services and websites, advertising, etc. In addition, HR team spends more time on recruitment efforts recruitment, interviews, and paperwork to bring in new employees.

The lengthy process takes time

This form requires a long recruitment process from posting job advertisements, advertising, participating in many rounds of interviews and screening suitable candidates.

The situation of "trying to eat sticky rice"

In many cases, employees recruited from outside recruitment fall into the category of only relatively suitable for the vacant position of the enterprise, which still has many shortcomings. Enterprises urgently need that candidate to fill the missing position. This leads to the situation of "trying to eat sticky rice" and consuming more time, costs and resources of businesses. Therefore, these employees need to be well trained in the company's policies, procedures and working culture.