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For many job vacancies, recruiters will have to decide if it’s better to hire someone who already works for the company – giving them a promotion or steering them on a new career path with more potential – or finding someone completely new with an external hire.
There are numerous benefits and challenges for both options, and the best choice will depend on the job role and what’s best for the company as a whole. Of course, you can recruit within the company and look at external candidates, if you have the time and resources… We all want the best of both worlds, but often we have to choose.
Internal hiring often seems like the simplest option because so much is already known – the way someone works, their communication style, strengths and weaknesses, and how they fit with the team.
Someone hired internally already knows a lot about the business too, such as products, processes and company culture, and they’ll usually spend a much shorter time learning and settling into the new role.
All that existing knowledge can lead to echo chambers though, especially when the same teams are working on the same projects for a long time. Bringing in someone completely new can inject essential new ideas, not to mention industry best practices or new skills and techniques that they have learned from a competitor.
“New blood” is vital to growth and continuous improvement, and the key is deciding on the right balance for your team and the whole company. Some sectors, especially technology and creative fields, need frequent boosts and employees move around a lot for their own growth. Others, like accounting, may have the same teams in place for a decade without a hitch. Find your balance…
Knowing you could be up for a promotion is a fantastic incentive for employees, and it can create a whole new sense of purpose in your employees. It can also lead to rivalry though, so it needs to be well-managed to maintain good coworker relationships.
Hiring internally costs less in terms of time and money. You can save money running only internal ads, and there’s no doubt that identifying and interviewing a few internal candidates takes far less time than reading resumes and conducting far more interviews. The costs of training and onboarding could also be lower if you recruit internally.
But what is the cost of missing out on the best external candidates? How much more time could their skills save, and how much could they improve the company’s profitability? Are the short term savings really worth it?
You can also save on external recruitment by using an advanced matching platform that finds the best fits for your specific requirements, and saves you time and effort by highlighting the best candidates across all your criteria, so you can focus on interviewing the best matches and feel more confident that you’ll find the right people for the job.
If you’re hiring someone internally, you’ll also need to fill their previous position when they move. Will that be easy to do, and will that be better as an internal or external hire? That can all be part of finding the right balance!
If the company is growing and adding a new job role, there will be more opportunities to hire internally and externally, benefitting from new ideas and building company loyalty at the same time.
Supreme Jobs was designed to promote growth and success by helping you find the best matches for every aspect of the role you need to fill, so you can narrow down the gap between internal and external recruitment, and find the best people every time.
