Internal vs External Recruiting

An organization wants to fill an open job position. The hiring manager needs to decide whether to reskill an internal employee for the job or to hire externally.

Sample Scenario

A hiring manager at Software Products Inc. is looking to fill the company’s Marketing Director position. They want to identify internal employees who may fit the role and determine any reskilling those employees may need. They also want to expand their options by searching through external talent and identifying potential recruits.


Recruiting Internally

A user can search for internal employees who possess skills relevant to the Marketing Director position. They can start by identifying the job’s ID, which can be found by using the Jobs API method searchJobs.

To start searching for potential internal hires, the user can call the Employees API method searchEmployeesByJobId. searchEmployeesByJobId takes in a job’s ID and returns a list of all employee matches with a “match score,” which indicates how closely each employee matches the job’s requirements.

After the user identifies the employees with the highest match scores, they can use the **Employees API ** method matchEmployeeToJob to identify which skills each employee possesses and lacks. This information will allow a user to decide whether or not to pursue a reskilling initiative.

Recruiting Externally

If too many skills are missing and reskilling is not feasible, the user can facilitate an external talent search with the Employees API method searchExternalEmployees. searchExternalEmployees takes in search criteria including skills, experience, and education and returns a list of external employees that match. Each employee on the list will also have a “match score,” which indicates how closely their profile matches the search criteria provided. Data provided by searchExternalEmployees is collected from external sources including LinkedIn, Indeed, and other career development platforms.