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Internal candidate, external candidate, pros and cons of each.

There are benefits and downsides to training internal and external candidates because they are complete opposites of each other. Internal candidates are individuals who are looking and applying for a new position within the company that they are already working for whereas external candidates are individuals who are not from the current staff but applying for a position within the company.

Internal candidates:

• Pros: Faster onboarding because current employees are already familiar with the company, boost in employee morale because employees know they can work upwards in their career instead of being stagnant, and it saves time for a company to fill that role.
• Cons: bias concerns may come up because when choosing between employees already working there it makes it harder for employers to be fair and objective.

External candidates:

• Pros: fresh perspectives and ideas can come about when brining in someone new with different experiences and knowledge and it improves diversity within the company by seeking outside candidates.
• Cons: there will be additional and longer training with a new recruit who has not worked in that environment or with the employees there before, possible uncertainty around their performance, and possibility of that recruit not fitting well with the dynamic and culture of the business.

As a recruiter I would have to first look at what the company is lacking and specifically what we would be looking for when determining to interview internal or external candidates. If there is great potential in an employee already apart of the team, and they are looking to advance more in their career, I would look there first. But, if I were looking for a new perspective and fresh ideas I would look more at external candidates.