External recruitment: what should HR know about this strategy?

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External recruitment: what should HR know about this strategy?

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External recruitment is a very popular alternative. It consists in the search and attraction of professionals available in the job market, and not within the company itself, to fill the open positions in the company.

O external recruitment is a very popular alternative for companies to identify new talents capable of composing their workforce contributors.

In other words: it is a search and attraction of professionals in the labor market, and not within the company itself. In common with internal recruitment is the need for detailed planning to define the position and profile of candidates, but there are many differences as well.

And it is from this differentiation of concepts that we will explore this article. Continue this reading with us and understand what is external recruitment and how to insert it into company culture!

Before reading further, we recommend that you download this free eBook. In it, you will learn how to create a perfect Recruitment and Selection plan! Answer the form and receive:

What is external recruitment?

As we highlighted, this type of recruitment has as its main characteristic the perspective beyond the company's corridors: o personal department goes to the market to find the desired professional profile and, thus, occupy the open positions in the company.

It is a process that requires time, investment and planning. Especially, because the flow of external recruitment consists of several steps, such as:

It is possible to have an idea, therefore, that the external recruitment has some qualities, but it should not be the only tool for hiring companies.

After all, one of the main ways to keep employees engaged, satisfied and motivated is through a career path. And when the search for professionals happens exclusively outside companies, this side is affected.

How does it differ from internal recruitment?

If, above, we highlight the concept of external recruitment and the imbalance it can cause in the structuring of the company, it is time to differentiate it from internal recruitment.

This is because the work must be done in a timely manner: when there is an opportunity to promote internal talent, the entire hiring flow is cheaper.

Only, on other occasions, the external recruitment it is necessary. For example: with the opening of a new leadership position of which no employee has all the expertise necessary to occupy this position.

Let us understand, then, how both modalities differ in order to understand the best time to use each of them?

Internal recruitment occurs through promotions, when an employee is transferred to another department or from the rehiring of former employees.

Unlike the external recruitment, this type of process is only disclosed internally. Thus, the hiring will happen through one of the alternatives mentioned above.

As a result, the company's HR benefits from already knowing the person hired, who carries in his luggage the familiarity with the organizational climate style=”font-weight: 400;”>, processes and even with co-workers.

Integration can occur more quickly, therefore, and with less costs for the company. But, as we have already said, it is not recommended to stick to just one contracting model.

For this there is also the concept of mixed recruitment. In these cases, HR makes available both internally, an opportunity, and for the job market. Thus, the company obtains a broader model for evaluating and selecting the best candidates.

What are the advantages of investing in external recruitment?

Based on what we saw above, it is safe to say that the external recruitment it is no better or worse than internal recruitment. They are, essentially, distinct.

Because in the same way that internal recruitment can generate less costs for the company and facilitate integration, the external recruitment retains many qualities, such as:

  • more available candidates to choose from, not being restricted to the company's staff;
  • a talent bank can – and should – be built from the interviewed candidates. Thus, when faced with a new opportunity, HR already knows the desired professional profile and has a range of possibilities stored to choose from;
  • external recruitment adds something interesting to the company's routine, which is the “New blood” that brings experience, in the baggage, as well as new perspectives and ideas;
  • external recruitment also helps to keep the company in touch with the market, and not just restricted to what happens between its four walls;
  • possibility of attracting new talent, weakening competition and managing a reputation for respect in its niche;
  • expands the diversity professional profiles.

Did you see how a model just doesn't live up to the need that your company may face when starting a new hiring process? How about we find out, now, how the external recruitment can be done?

What are the main sources of this type of recruitment?

Internal recruitment is limited to research within a company's own departments – and to ex-employees, at most. O external recruitment, in turn, has a wider range of options, such as:

  • from contact with recruitment companies;
  • by hiring headhunters;
  • advertisements in the media – such as in newspapers and magazines in your industry;
  • recruitment sites;
  • referrals from other professionals;
  • universities and other educational institutions;
  • talent banks;
  • job fairs.

There are multiple possibilities. And realize that many of them allow your company to position itself and introduce itself to the job market.

This is essential to ensure that your brand remains in evidence. It’s not just about looking for a new employee, as we highlighted above, but to invest in more presence, build your authority and awaken people's desire to work there, with you.

How to implement this strategy?

Now that we’ve explored a lot of the concept of external recruitment, we will identify your structure and evaluate how to put it into practice in your company.

It all starts with the planning of needs (present and future) of human resources. The career plan mentioned above is essential for this, as it helps to outline the profile of the professional who only has to add to the company.

Then, HR professionals will analyze and point out the best sources to do the first screening of candidates. It is also advisable to limit the number of CVs selected so that the process is quick and fluid.

In the sequence, the recruitment area will put on the agenda the following phases, which consist of:

The first stage has already been discussed previously – the one that will be formulated through the career plan. The second phase already requires specific care, such as:

Ad open

Ad template in which the employer identifies himself, exposing all the information related to the selection process to interested parties.

Semi-open ad

Here, the external recruitmento will be guided by an advertisement whose preliminary stage works as a screening of little information to candidates.

For example: the ad can explore the name of the company, but is managed by a third-party agency, which limits some information to those who apply for the opportunity.

Ad closed

In this model, professionals will know little about the opportunity and, in general, do not know which company is the advertiser.

Thus, HR can proceed to the next step, which is the screening of the CVs received, as well as the structuring of the selection process and the respective techniques to choose the best among those selected.

How to identify the best solution for my company?

Although we have said that there is no exclusive hiring model to be attached to, one or the other may prove to be more interesting for the company at any given time.

After all, we emphasize that the external recruitment it can take more time from the HR department, while internal recruitment tends to limit recruiters' options.

How, then, to proceed in the face of possibilities? Our suggestion is simple: improve both options and assess which one represents the best success rate. Let's go to an example?

Defining the vacancy profile

You just opened up an opportunity in the company where you work. It's time to evaluate the steps as we indicated earlier, starting with the vacancy profile. Then, identify which profiles, within the company, can perfectly fit the job description.

If there are few professionals who immediately have to do with the proposal, why not invest in a mixed recruitment? Thus, HR mines in the market professionals who can complement the minimum number of candidates for the selection process.

If the opportunity brings together many professionals internally, even, talk to the area manager and check the possibility of creating an internal recruitment, exclusively.

If he is not satisfied with the options, make the process more flexible and also involve the steps we have already explored on the external recruitment also.

Did you see how it is not necessary to focus attention on an exclusive contracting model? Each one exudes unique characteristics that can put the selection process of your company in a high degree of qualification.

The interview stage

Here, it’s good to evaluate an interesting tip: the interview. As we have superficially highlighted the interview techniques previously, here it gains more prominence.

After all, as we are talking about a process that can start from the external recruitment or internal – or mixed – it is valid to identify the best evaluation strategy.

And, for that, we believe that your decision must be based on the qualities required for the intended position. A theoretical or practical exam may be required, as long as it is in accordance with the evaluation process, for example.

THE group dynamic it can also be a differentiator – especially, for the claim of positions that require a leadership profile and capable of involving others.

This means that, regardless of whether it is decided that this is a external recruitment, internal or mixed, the recruitment process should never be put in a cast.

For each opportunity, he must challenge the candidates in a precise way and associated with the intended position. With that, the admission process becomes more efficient and fluid. Not to mention that the precision in HR choices becomes a series of benefits for the company – among them, the reduction of average turnover, which is a real problem for companies.

Time to qualify the recruitment and selection process

And then, we could understand what are the differences of the external recruitment and internal recruitment, and the particularities of each one of them?

Now, how about we complement what we saw throughout this post and develop an evolutionary leap in your company's hiring method? For that, we invite you to read another article of ours, which points out everything you need to know so that make no mistake in the recruitment and selection process! Good reading!

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