External Recruitment | Definition, Methods, Process


by Alex Poudel


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External recruitment is a crucial process for organizations to hire skilled professionals for their vacant positions. It involves sourcing and attracting candidates who are not already employed by the company. External recruitment is essential for the growth and success of any organization. In this blog post, we will explore the definition, types, and process of external recruitment.

Definition of External Recruitment

External recruitment is the process of hiring candidates from outside the organization to fill vacant positions. This process involves sourcing candidates through various channels, such as job boards, social media, referrals, and recruitment agencies. The primary objective of external recruitment is to find the best candidate who fits the job requirements and brings value to the organization.

Different Methods Of External Recruitment

Since, External recruitment is the process of hiring candidates from outside the organization there can be numerous methods. Companies use various methods to attract qualified candidates for job openings. Here are eight different methods of external recruitment:

1. Job Boards

Job boards are online platforms where companies can post job openings, and job seekers can search for positions based on their qualifications and preferences. Popular job boards include Indeed, Glassdoor, and LinkedIn. Job boards usually offer features like applicant tracking and screening tools to help companies manage the recruitment process. One advantage of job boards is that they can reach a wide audience of job seekers quickly and efficiently. However, job boards can also be crowded with competing job postings, which may make it difficult for a company’s job opening to stand out.

2. Referrals

Referrals are a method of recruitment that involves current employees referring qualified candidates for job openings. Many companies have referral programs that offer incentives, such as bonuses or prizes, to employees who refer successful candidates. Referrals can be a cost-effective method of recruitment because they tap into the existing networks of employees, and often result in higher-quality hires who are a good fit for the company culture. However, referrals can also result in a lack of diversity in the candidate pool, as employees tend to refer people who are similar to themselves.

3. Company Website

Companies can post job openings on their own websites, making it easy for job seekers to find and apply for positions. Posting job openings on the company website can be an effective way to attract candidates who are interested in the company and its products or services. Additionally, companies can use their website to showcase their employer brand and company culture, which can help attract top talent. However, posting job openings on the company website may not reach as wide an audience as other recruitment methods, so companies may need to supplement their efforts with additional strategies.

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4. Social Media

Social media platforms such as Facebook, Twitter, and LinkedIn can be used to promote job openings and attract candidates. Companies can use targeted advertising to reach specific demographics or industries. Additionally, social media can be a useful tool for building employer brand and engaging with potential candidates. For example, companies can post photos and videos of their work environment or employees to showcase their culture. However, social media recruitment can be time-consuming, and companies may need to invest in advertising to reach a wider audience.

5. Recruitment Agencies

Recruitment agencies specialize in finding and hiring qualified candidates for companies. These agencies can provide a range of services, from candidate screening to onboarding. Recruitment agencies can be especially helpful for companies that don’t have dedicated HR or recruitment staff, or that need to fill specialized or high-level positions. However, recruitment agencies can be expensive, and companies may need to pay a fee or commission for each successful hire.

6. Headhunting

Headhunting involves identifying and recruiting highly qualified candidates from other companies. This method of recruitment is more targeted than other methods, and usually involves contacting candidates directly. Headhunting can be a useful tool for filling specialized or high-level positions, or for finding candidates with unique skills or experience. However, headhunting can be time-consuming and requires a significant investment of resources, as it involves researching potential candidates and building relationships with them over time.

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7. Career Fairs

Career fairs provide companies with the opportunity to meet potential candidates in person. Career fairs are usually held on college campuses or at job centers, and can be a cost-effective way to reach a large number of job seekers in a short amount of time. Additionally, career fairs can be a useful tool for building relationships with local schools or community organizations. However, career fairs can also be crowded and competitive, and it can be difficult to stand out among other companies vying for attention.

8. Print Advertising

Companies can advertise job openings in newspapers, magazines, and industry publications. This method of recruitment is less common in today’s digital age, but can still still be effective in some industries or for reaching a specific audience. Print advertising can be more expensive than other recruitment methods, but it can also be a way to stand out from competitors and reach potential candidates who may not be actively searching for jobs online. However, print advertising has a limited reach and may not be the most effective way to reach a wide audience.

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External Recruitments Process

External recruitment processes can vary depending on the company and the position being filled, but here are some common steps that companies may take when recruiting external candidates:

1. Identify the need for external recruitment

This involves determining that there is a need to hire a candidate from outside the company for a particular job role. This decision is usually based on factors such as company growth, an existing employee leaving, or the need for specialized skills or experience.

2. Develop job descriptions and qualifications

A clear job description and qualifications list are essential in external recruitment. The job description should detail the job duties, responsibilities, and expectations of the role, while the qualifications list should specify the required experience, education, and skills.

3. Choose recruitment methods

Once the job description and qualifications have been defined, the company must decide how to advertise the position to attract external candidates. Recruitment methods might include job boards, referrals, social media, recruitment agencies, career fairs, or print advertising.

4. Advertise the job opening

The company should advertise the job opening through the chosen recruitment methods. This includes posting the job description on job boards, social media platforms, and company websites, and contacting recruitment agencies and job fairs.

5. Screen resumes and applications

As resumes and applications are received, the company should screen them to determine if the candidate meets the minimum qualifications. This can involve reviewing resumes, cover letters, and application forms to determine if the candidate has the necessary experience, education, and skills.

6. Conduct initial interviews

Once the resumes and applications have been screened, the company may conduct initial interviews with the candidates to learn more about their qualifications, experience, and interest in the position. This is typically done over the phone or via video conferencing.

7. Conduct final interviews

After the initial interviews, the company may conduct final interviews with the top candidates to assess their fit for the role. This is usually done in-person and may involve multiple rounds of interviews with various members of the hiring team.

8. Check references and conduct background checks

Before making an offer, the company should check the candidate’s references and conduct any necessary background checks to ensure that the candidate is qualified and trustworthy.

9. Make an offer

Once the company has selected the best candidate for the position, they should make a job offer and negotiate the terms of employment, such as salary, benefits, and start date.

10. Onboard the new employee

The company should then onboard the new employee, which includes completing any necessary paperwork, providing training, and introducing the new employee to the company culture and their team.


To summarize, external recruitment is a critical process for any company seeking qualified candidates from outside the organization to fill job openings. Companies can attract a diverse range of potential candidates by using various recruitment methods such as job boards, referrals, social media, and recruitment agencies. Here we discussed various external recruitment processes.

Companies can ensure that they find the best fit for the job and successfully onboard new employees by following these steps. With the increased competition for top talent in today’s job market, external recruitment has become an essential component of talent acquisition strategy for businesses of all sizes.


What is external recruitment?

External recruitment is the process of filling job openings with candidates from outside of the organization. This can be done through various methods, such as job boards, referrals, social media, and recruitment agencies.

Why is external recruitment important?

External recruitment is important because it allows companies to bring in new talent with fresh ideas, skills, and perspectives. It can also help companies fill job roles with specialized skills or experience that may not be available internally.

What are some methods of external recruitment?

Methods of external recruitment include job boards, referrals, social media, recruitment agencies, career fairs, and print advertising.

What is the process for external recruitment?

The process for external recruitment involves identifying the need for recruitment, developing job descriptions and qualifications, advertising the job opening, screening resumes and applications, conducting interviews, checking references and conducting background checks, making a job offer, and onboarding the new employee.

What are some advantages of external recruitment?

Advantages of external recruitment include bringing in new talent with fresh ideas, skills, and perspectives, filling job roles with specialized skills or experience, and promoting diversity within the organization.

What are some disadvantages of external recruitment?

Disadvantages of external recruitment include the cost and time involved in advertising the job opening, screening resumes and applications, and conducting interviews, as well as the risk of new hires not fitting in with the company culture or not having the necessary skills for the job.

How can companies ensure a successful external recruitment process?

Companies can ensure a successful external recruitment process by developing clear job descriptions and qualifications, choosing effective recruitment methods, screening resumes and applications thoroughly, conducting thorough interviews, and checking references and conducting background checks. It is also important to ensure that new hires are onboarded properly and introduced to the company culture and their team.

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