Bigger employers tend to undertake their own internal recruitment, using their human resources department. Additionally to coordinating with the agencies mentioned above, in-house recruiters are able to advertise job vacancies on their own websites, organize employee referral schemes, and focus on campus graduate recruitment. On the other hand a large employer may prefer to outsource all or some of their recruitment process (Outsourcing recruitment process).

There are a lot of advantages of hiring people inside the organization but at the same time a number of problems may arise if recruitment within the organization is taking place.
The drawbacks of recruiting from within are the following:

1. You will probably have to replace the person who has been promoted. So there still might be a need for external recruitment.

2. An insider will less possibly make the necessary criticisms needed to get the  organization acting more efficiently.

3. Promotion of one candidate within the organization may sadder someone else.

The advantages of internal recruitment are the following:

1. Significant savings. Individuals possessing inside understanding of how a business works will need less time for training and ‘fitting in’.

2. The company is not likely to be greatly ‘disrupted’ by a person who is used to working with others in the company.

3. Internal promotion works as an motivation to all staff to work better within the company.

4. From the company’s point of view, the strong and weak sides of an insider will have been considered.