What is mixed recruitment? Understanding its types

When we speak about the different types of recruitment, the first thing that comes to mind is external recruitment, since it’s the most common alternative used by modern organizations. Then, we consider internal recruitment, an option that also offers some attractive benefits. However, the most effective method is the third type if recruitment: mixed recruitment. 

You probably have already heard about this alternative. Do you really know what is mixed recruitment? This is a method that can give you many benefits if you apply it correctly. At Talent2Win we have an extensive experience in talent acquisition, so we are familiar with it. In this article, we’ll delve into the concept of mixed recruitment and the different ways to apply it. 

What is mixed recruitment? 

Mixed recruitment is a form of talent acquisition that combines external and internal recruitment into the same strategy. While applying both alternatives require more effort for the recruitment team, it can offer better results since it receives the benefits that come from internal and external methods.  

Keep in mind that in external recruitment the process of looking for candidates is made outside the organization, in other words, you look for candidates inside the labor market. As a result, the company finds professionals with new skills and knowledge, as well as fresh perspectives. However, its main disadvantage is that the process can be a little more complex and take more time since you need to evaluate candidates completely new for the company. 

On the other hand, with internal recruitment, the whole group of candidates that is going to be evaluated is made entirely of employees already inside the organization. Since the company already knows these candidates, the recruitment process takes less time. Additionally, employees don’t need an adjustment period to the company. However, keeping the same people prevents you from incorporating professionals with new ideas and knowledge. 

Mixed recruitment brings both perspectives together in pursuit of a more comprehensive recruitment process. The way companies use mixed recruitment is not the same. There are three ways to apply it in an organization. The main difference between these lies in the emphasis each alternative receives. That leads us to the next section. 

Types of mixed recruitment 

1. External recruitment comes first 

In this alternative, the recruitment process starts by looking for candidates externally. That’s where recruiters use different external recruitment methods such as job ads, employee referral programs, talent pools, etc. Then, if the search is unsuccessful or the results are not as good expected, the recruitment team begins the internal recruitment process. As a result, the organization gets a wider range of candidates.  

2. Internal recruitment comes first 

This method works in the opposite way than the previous one. In this case, the process begins by looking for candidates internally. Keep in mind that here the recruitment methods are completely different. Recruiters usually conduct evaluations processes that lead to promotions, transfers or even reboarding. However, if the candidates don’t fit the position, then it’s time to start with the external recruitment.  

3. Both types at the same time 

Finally, there is a third mixed recruitment method. In this case, both processes, internal and external, are conducted at the same time. In this case, it’s important keeping in mind that recruiting internally usually takes less time and the candidates are the employees inside the company. As a result, there could be some bias in favor of the internal candidates. 

For this reason, in this case it’s good to implement a set of defined quotes for internal and external candidates. This way, you make sure that the candidates can compete on equal terms regardless of the type of recruitment they came from. The result is usually an impartial process, which help us finding the best candidate for the position. 

Benefits of mixed recruitment 

The advantages of mixed recruitment are pretty clear: you get all the benefits from internal and external recruitment. From external recruitment, you not only find qualified professionals, but you also get a source of fresh ideas that promote innovation, renewal and change, characteristics always necessary in any company. 

On the other hand, by using internal recruitment, you offer employees the benefit of career development and continuous learning in the form of promotions and transfers. That has a positive influence over employee morale. Additionally, implementing both approaches, external and internal, you promote competitiveness and a best performance from employees. 

We have seen mixed recruitment and the different ways to apply it. This in another valuable alternative for your recruitment processes. If you analyze your organization’s structure and its needs, you will be able to identify which one is the best recruitment type for you. 

At Talent2Win, we strive to align your company’s business objectives with the best Talent Acquisition strategies available. If you want to learn more about the services we offer, do not hesitate to contact us.