Inside or outside recruiting case study

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A few years ago, I started to notice an interesting trend: Frustrated with finding and integrating good external candidates, organizations were beginning to invest increasing amounts of time, energy, and money into developing their internal hiring capabilities. There is reason to believe these investments will pay off. Recent research by my Wharton colleague Matthew Bidwell, for example, shows that internal hires routinely outperform external hires. Internal hiring, however, is not foolproof. And these are presumably the employees whom the organizations should have the most detailed information about.
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Freshteam helps thousands of recruiters pursue and achieve their recruiting goals year after year. Even though every business is different, we have noticed that the following use cases emerge as a common challenge for most of them. Read on to find out how Freshteam can accelerate recruiting for you. Below are some examples of what the Autopilot can do.
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One of the dilemmas that is faced by recruiters, HR and line managers alike is whether to promote personnel from within or to go hire from outside to fill a position. On some occasions, this decision is easy: either there is a clear pipeline of candidates who have been groomed to perfection to take up the new position or the internal job posting yielded not one noteworthy application. But, of course many decisions to promote versus hire occupy that grey area and subsequent decisions are not so clear cut. While external candidates introduce new approaches, new ideas and a fresh perspective, recruiters should be aware of how hard it is for employees to integrate into new businesses and maintain the performance standards they may have shown in the past.
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