When it comes to recruiting IT professionals, the question of whether to go Internal or External is an important one. But, before you make that decision, it’s important to understand the differences between internal and external recruiting and how each one can best serve your hiring needs.
In this article we’ll cover the key benefits and drawbacks of each approach so you can decide which one is right for your organization’s IT recruiting needs.
What Is External IT Recruiting?
External IT recruiting is the practice of hiring IT professionals from outside your organization. This means you’ll reach out to a pool of external talent to fill any open positions in your IT department. Oftentimes, this means leveraging external recruitment websites, software and services, as well as using job postings to advertise openings.
External IT recruiting involves researching potential candidates’ skills and qualifications, screening them for their technical capabilities and conducting job interviews where you’ll assess their customer service skills and overall qualifications. The goal is to find the right candidate that meets the specific requirements of the open position.
What Is Internal IT Recruiting?
When we’re talking about internal IT recruiting, we’re talking about bringing someone into your organization who’s already familiar with your company and its culture. That person already knows your systems and processes, either because they used to work here or have been a contractor or vendor.
The main benefit of internal IT recruiting is that the onboarding process is usually much easier and faster, which means you can start capitalizing on their skills sooner. Internal candidates are also likely to hit the ground running since they don’t need to be trained on company-specific rules, policies, and protocols.
Furthermore, an internal hire may come with fewer risks than an external hire because there’s no guesswork involved when it comes to compatibility with the team dynamic and work environment. The cost of internal recruiting is often lower than external recruiting as well. However, it may take longer to find the right fit within your organization if you limit yourself to just existing staff members.
How to Decide Which Approach to Take
Reaching out to external IT recruiting firms can be a great way to expand your talent pool and find top tech professionals. But first, let’s break down the pros and cons of each approach.
Internal recruiting is often less expensive — the cost of hiring someone internally is just the cost of their salary and benefits, rather than a full recruitment agency fee. And, if you know you need someone with a specific skillset, existing team members may know someone who’s right for the job. Internal recruiting also speeds up the timeline as there’s no need to wait for an outside recruitment firm to find the right hire.
External recruiters have specialized knowledge about current trends in IT recruiting and can provide valuable insights about what to look for in potential hires. They also bring experience from previous placements, so they know what companies are looking for and which techniques work best. It means that external recruiters can be more efficient in finding candidates with the most advanced technical skills. Plus, many external recruiters offer additional services like candidate assessments and career coaching that help onboarding new hires quickly and efficiently.
When it comes to IT recruiting, the right approach can make all the difference. For some businesses, internal IT recruiting is the most streamlined, cost-effective option, whereas for others, leveraging external IT recruiting can provide access to a larger, more diverse talent pool.
It’s essential to weigh the advantages and disadvantages of each approach to ensure you make the best decision for your organization’s needs. Factors to consider should include timing, cost, resources, and access to talent.
No matter which approach you choose, if you do your research, invest in the right tools, and remember to prioritize the needs of your business, you’ll be well on your way to finding the perfect IT candidate.