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Types of recruitment: see which is best suited for each situation

 When hiring a new employee, the company must carry out a selection process to choose the best candidate (or best) candidates. However, there is not just one way to select candidates. Did you know that there are several types of recruitment?

Types of recruitment: see which is best suited for each situation

Not all companies will find the ideal professional by recruiting new candidates. Often, the talent you are hoping for may be in the company itself, but in another position. Another issue to consider is logistics: a candidate who lives far away may have difficulty going through all the stages of a selection process, as they will have to pay for transportation costs, for example.

If you want to hire new employees for a strategic vacancy, you must have a good diversity of candidates and a good recruitment strategy. To do this, continue reading and learn more about the different types of recruitment:

What types of recruitment can I adopt in my company?


The first type of recruitment is internal recruitment, which is carried out only with those who already work at the company. This can be a good strategy to use if you are looking for someone for a strategic position that requires extensive knowledge of the company.

The good thing here is that you already have someone who knows the organizational culture and the  company’s mission, vision and values . Another advantage is that employees who see growth in the company — that is, a career plan — work with more motivation.  Internal recruitment is also a chance to recognize the talents you already have at your disposal.

Some companies recruit internally for the company’s most important positions, and only hire outside candidates for operational positions.

When using this type of recruitment, it is essential to offer conditions that encourage employees to participate. If they only see additional responsibilities, but not benefits that justify this increase in responsibility, they are unlikely to be interested.

You can disclose all requirements, duties and benefits in the  company’s internal communication tools : newsletters, bulletin board, intranet or social network, for example.


It is one of the types of recruitment carried out with candidates from outside the company. The external selection process is a way of bringing “new faces” to the business. This type of professional is usually more motivated and committed to showing that you were right to hire them.

One of the advantages is that the external candidate usually brings skills and knowledge that you cannot find in employees. It is a way of bringing new qualifications to the company itself.

Another benefit of the different types of recruitment is that you are faced with a large number of candidates and have the opportunity to bring more diversity to the teams.

There are several ways to advertise a vacancy: social networks (via the company’s official profile), job  sites and Facebook groups are the most common places. However, to optimize the time of the company and candidates, be very clear about:

  • necessary assignments;
  • functions;
  • wage;
  • form of contracting (CLT or PJ);
  • time;
  • benefits.


Among the existing types of recruitment, there is mixed recruitment, in which the contractor must be impartial among competitors.

The mixed model unites the two previous types of recruitment. It can happen in 3 ways:

  • Privileging the internal public: the vacancy is open only to the internal public . If there is no one with the necessary skills, it is announced for external competition;
  • Privileging the external public: the vacancy is open only to the external public. If the selection process is not successful, the company opts to promote someone who is already integrated into the operation of the business;
  • Concurrent: both internal and external audiences participate. If you choose this among the types of recruitment, you must be impartial.


With the advancement of technology, today we can hold meetings with clients anywhere in the world — all you need is an internet connection. So, why not bring this advantage to your company’s selection process?

The other types of recruitment mentioned can, to some extent, limit your selection of candidates. After all, someone who is very qualified but lives far away may not compete for your position.

Remember that simply advertising the vacancy and prospecting for CVs are still part of online recruitment. In fact, it can be done partially or completely online.

It is even possible to hire someone to work remotely. Home office allows you to work with qualified professionals from anywhere on the planet , as long as the offer is interesting for both of you.


Although this form of selection is a little different from other types of recruitment, it also happens. You ask employees for recommendations from external professionals. Although it is used by some companies, it is not well regarded. Let’s look at some reasons:

  • The employee can recommend someone just for friendship, not for qualifications;
  • Companies that only hire recommended professionals are not usually seen as fair or correct;
  • Employees themselves see this type of recruitment as unfair;
  • This type of professional tends to generate high turnover if they do not have the necessary skills for the position.

However, referrals can also produce good workers. To do this, you need to:

  • Before selecting the candidate, ask for the CV of all the professionals indicated. Thus, selection takes place more by ability than by affinity, approaching other types of recruitment;
  • The person responsible for choosing the new professional does not know who nominated who;
  • The professional you nominated acts as a “mentor” for the new hire, explaining the roles, organizational culture, way of working and everything necessary for the employee’s inclusion.

As you have seen, there are several types of recruitment — it is up to you or the human resources team to select which is most suitable for your company.

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