11 Recruitment Methods Compared: Strengths and Limitations for Each

In today’s complex global hiring landscape, businesses of all sizes are on the lookout for methods to optimize recruitment without sacrificing quality. Many organization leaders face persistent challenges such as high turnover, recruitment bottlenecks, and finding candidates who truly fit their culture.

With deep global expertise and a proven track record in global hiring, Deel understands these struggles and transforms them into opportunities for growth. This post delves into 11 recruitment methods—from leveraging social media to harnessing AI-powered tools—to equip companies with actionable strategies tailored to varying budgets and hiring urgent needs.

By integrating these innovative approaches, organizations can expect reduced costs, improved candidate quality, and a stronger employer brand that attracts and retains top talent.

External recruitment methods

External recruitment focuses on attracting candidates from outside the organization to fill open positions. This approach attracts new talent with fresh perspectives, expands the organization’s skill set, and drives innovation.

Employment sites and job portals

Job portals and career websites have good coverage, which naturally translates to more applicants. In terms of direct costs, they’re more affordable than recruitment firms and freelance recruiters. This is beneficial mostly for businesses that hire regularly. Plus, many job boards are compatible with applicant tracking systems, which makes the recruitment process faster.

Best for:

• Finding people who are in the early to intermediate stages of their careers
• Companies looking to fill a large number of positions
• Positions that many candidates are actively seeking

Limitations:

• A large number of applicants may be from less skilled candidates
• Ineffective for very complex or upper-level tasks

Recruiting firms and headhunting firms

Recruiting firms and headhunting firms differ in their ability to identify and obtain the best talent (especially passive job seekers who aren’t actively searching for a new role). They’re each uniquely positioned to assist those companies that need high-level professionals. They can further help internal hiring teams by handling the initial screening of candidates on their behalf and presenting only the best-suited candidates, saving internal teams time.

Best for:

• C-level positions
• Specialized positions with skill gaps
• Businesses that don’t have in-house recruitment capabilities

Limitations:

• Contingency or retainer fees
• Candidate experience and employer branding won’t be a priority for the service provider

Recruitment through social media platforms

Recruitment through social media platforms allows companies to access active and passive candidates where they’re most active. LinkedIn, X, and similar platforms allow recruitment to be tailored toward a specific skill, experience level, and industry. Using recruitment through social media also improves employer branding by publicizing the company culture and values to potential recruits.

Best for:

• Digitally focused branding companies
• Creative industries and tech-focused organizations

Limitations:

• Networking on a daily basis is time-consuming and tedious
• Not good for bulk recruitment

University and college recruiting

Recruitment from universities and colleges helps organizations establish relationships with candidates who have little work experience early on. This is especially useful for businesses within the technology, engineering, or finance industries where young professionals are constantly needed. It’s also an affordable method for building relationships with students and launching a brand name for the employer.

Best for:

• Hiring interns or students who have just completed their degree programs
• Recruiting in STEM and other industries with a high market demand
• Laying down the framework for recruiting in the future

Limitations:

• Only suitable for hiring junior candidates
• Not a lot of resources are devoted to maintaining existing relationships with universities

Sourcing from pools of talent and community members

Sourcing from pools of talent and community members is inexpensive and quick since candidates are already familiar with the company and have already been vetted. This recruitment method cultivates better employee-employer relationships over the long term, making it simpler to attract and retain top candidates.

Best for:

• Businesses that focus on constant recruitment
• Specialized positions that serve the purpose of deepening a community around the defined niche
• Companies with high employer branding

Limitations:

• Talent aging means this approach becomes more inefficient over time
• Excessively diplomatic styles block or delay external talent attraction if these relationships aren’t maintained

Internal recruitment methods

Internal recruitment involves filling job vacancies by promoting or transferring existing employees within the organization. This approach leverages current employees’ familiarity with the company culture and processes, supporting employee retention and career development.

Promotions and internal mobility

Promotions and internal mobility strongly incentivize employee retention and career growth, boosting morale and engagement. By filling roles internally, organizations make the most out of employees who already understand the company’s culture, processes, and expectations. The result? Shorter ramp-up times and reduced global hiring costs.

Internal interviews and promotions also demonstrate a commitment to employee development. This supports your employer branding efforts, helping you attract high-performing talent.

Best for:

• Retaining top talent and improving employee engagement
• Reducing hiring costs and time-to-productivity
• Leadership development and strategic workforce planning for succession

Limitations:

• Can create skill gaps in other areas of the organization
• May limit fresh perspectives and external innovation
• Requires structured career path planning to prevent stagnation

Employee referrals

Employee referral programs tend to be more successful on account of the current employees’ capacity to network and contact high-potential candidates. Compared to other hiring techniques, employees referred by other employees have a quicker hiring process, lower recruitment expenditures, and higher retention rates. Employees who make referrals are also more engaged, as they’re actively involved in constructing an effective team.

Best for:

• High-volume recruitment campaigns
• Hiring where the employees’ personality greatly affects their performance
• Programs intended to help employees positively contribute to the firm’s image and reputation

Limitations:

• Single-sourced referrals may infer limited diversity
• Referral programs may not be as effective for roles that are extremely progressive or specialized
• Requires managed programs to ensure that incentives don’t defeat the purpose of referring reputable candidates

Internal job postings and talent marketplaces

Internal job postings paired with talent markets allow employees to see what career options are available to them within the company. This is not only brilliant for retention, but it also serves as a tool to decrease external hiring rates. Such platforms are particularly useful for big companies that have many departments or even those that work globally.

Best for:

• Large organizations with many available job positions
• Promoting and motivating long-term retention
• Encouraging tenure within the organization and decreasing external recruitment

Limitations:

• Employees could feel disengaged after being disregarded for opportunities
• It’s less suitable for companies with fewer internal recruitment options

Modern and emerging recruitment strategies

Let’s take a look at what companies have been doing in the past few years to steer away from traditional recruitment methods.

Employer branding as a recruitment tool

A solid employer brand is invaluable in attracting top prospects. Potential hires analyze their possible employers as much as those employers analyze them, making reputation a pivotal element of hiring effectiveness.

Businesses that have embraced the employer branding paradigm report higher application levels, greater candidate interest, and lower employee resignations. Conversely, a poorly rated brand loses its appeal to preferred skilled employees. This results in extra hiring costs while prolonging the time to fill vacant positions.

Recruitment marketing and inbound hiring

Your careers page and your job descriptions are one of the first places where a potential candidate interacts with your company. To make a positive impact, learn to meet their expectations as early as this stage.

Include clear job descriptions that are enticing, complex (as much as needed), and do more than describe the role’s responsibilities. Try to customize your career page and job ads to promote growth, company values, team dynamics, and your brand in general. Including employee testimonials, authentic workplace images, and success stories enhances the employer brand and helps attract the ideal candidates.

AI-powered and automated hiring tools

We’re now sure AI will be a part of the hiring process for all future companies. If you’re looking for speed and higher accuracy when screening candidates, this is a positive thing. AI tools search huge databases to identify best matches, automate resume scanning, and even perform pre-screening interviews through chatbots or video calls. Less human effort is needed, and recruiters can spend more time on actual hiring and interacting with candidates.

New candidates can be hired faster, strength-based mismatched bias hiring is less, and greater efficiencies are achieved. However, be aware there can be algorithmic bias in the process, no human involvement, and quite a lot of overdependency on data.

How to choose the right recruitment method(s) for your business

Selecting a suitable recruitment option involves considering factors such as the size of the organization, available finances, urgency in hiring, sector of operation, and the target population. A comprehensive hiring approach integrates all these elements by achieving a desirable level of efficiency and cost-effectiveness while also considering all of these elements:

1. Company and resource availability: Startups and small companies may opt for low-budget options such as social media recruiting, job boards, or employee referrals. Larger companies, on the other hand, can turn to advanced recruiting tools, agencies, or even AI-based hiring tools through structured pipelines
2. Your budget: The expenses incurred while posting jobs or making internal referrals are considered low, unlike headhunters, agencies, and AI-powered platforms, which are far more expensive. An effective recruitment strategy strikes a balance between high-value and low-budget resources, ensuring different recruitment channels do not drain finances
3. Hiring urgency: Referrals from employees as well as talent marketplaces and AI pre-screening can accelerate recruitment processes
4. Target demographics and generational differences: Job opportunities mean different things to different generations. For instance, Gen Z has a preference for mobile-friendly branding campaigns, social media recruitment (e.g., TikTok, Instagram, LinkedIn), and offers from employers who actively engage with them. Meanwhile, millennials are likely to be engaged through good employer branding, and Gen X and Boomers stick to traditional job boards, direct sourcing through LinkedIn, and employee referrals

Measuring recruitment effectiveness and making data-informed decisions

When it comes to recruitment drives, improving your hiring strategies remains a top priority. Some of the best hiring strategies incorporate recruitment metrics such as time-to-fill, cost-per-hire, source effectiveness, and quality of hire.

These all determine which mix of efforts is the most effective. Yet, constant evaluation of data allows you to allocate the most resources and focus on the most effective channels for recruitment.

Optimize your hiring processes with Deel

Companies are expanding their hiring efforts across international borders to reduce costs and unlock new market opportunities. Deel simplifies global recruitment with a comprehensive HR solution that allows businesses to:

• Hire contractors and employees worldwide without setting up additional local entities
• Track immigration and background check status
• Onboard talent compliantly and manage all necessary paperwork
• Source, ship, and support work devices for new hires
• Provide training to accelerate productivity
• Process payroll efficiently for a global workforce

Book a quick demo to explore Deel’s all-in-one solution for hiring and managing international talent.