The Pluses & Minuses of Internal Recruitment

The Pluses and Minuses of Internal Recruitment

Internal recruitment is the often used practice of selecting among existing employees to fill a vacancy.

Sometimes the vacancy is advertised throughout a business, usually on its weekly or monthly internal newsletter or intranet. On occasion the practice is invoked because someone in the company is being made redundant in their current position and sometimes it is a way of promoting a certain employee sideways rather than up in the organisation.

Why Internal Recruitment?

Internal recruitment may be used as a means of saving advertising money and the cost of training an employee from outside of the organisation.

Internal vacancies are advertised in a number of ways, either by an internal job sheet, employee notice boards or an organisation’s intranet – that is a website that is only viewable by organisation members.

Some companies may have a company magazine in which they advertise while others will use staff meetings – this method is normally used when a company wishes to advertise the vacancy to a limited group of employees.


Internal recruitment does have advantages beyond the saving on advertising costs – it can greater opportunity for existing staff to go further in their careers. Internal recruitment may also be a way of retaining employees who may have considered leaving the organisation, an advantage of this is that training costs are at best negligible and at worst a lot less than they would be if the company advertised outside.

It is certainly quicker and less expensive than external recruitment and it has the added advantage that existing employees are a known entity. Sometimes organisations recruit from outside and then find they have a staff member who does not really fit into the overall environment and possible mission statement of the organisation.


On the downside internal recruitment means that the number of potential applicants is very limited. It is likely that external recruitment gives the organisation access to wider skill sets and greater experience than might be the case with internal recruitment.

A member of staff who has responded to an internal advertisement and gets the job might find that colleagues resent their promotion and make life difficult for them in their new post.

When an organisation does some of its recruiting internally it is then left with another vacancy and the problem of how that might be filled. If an organisation relies too heavily on internal recruitment then it could find that eventually it will have to advertise externally despite the extra cost.

Existing staff may feel they are right for the job whether or not they have the correct experience and qualifications.

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The Build a UK Business Recruitment Team

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