Recruiting Internally vs. Working with a Recruitment Agency: Which Is Best for Your Company?

01/12/2025 Back to all articles

What Is Internal Recruitment?

Definition and Purpose

Internal recruitment refers to managing the hiring process directly through the company’s Human Resources or Talent Acquisition team. It involves searching for candidates both inside and outside the organization, but always under the full internal operation of the HR/TA team.

This approach can include processes such as:

• Promotions, lateral moves, or transfers between departments (internal talent)
• Posting roles on job boards, searching networks, or using the company’s own databases (external sourcing)

The main objective is to leverage the internal capabilities of the HR/TA team, maintain full control of the process, and, whenever possible, offer growth opportunities to current employees.

Advantages of Internal Recruitment

• Lower risk of cultural misalignment
• Faster onboarding
• Recognition and motivation for current teams

Disadvantages of Internal Recruitment

• Increased operational workload for the internal team
• Limited diversity of ideas if relying only on internal talent
• Risk of favoritism or internal bias
• Challenges in filling highly specialized roles without access to external networks

 

What Is a Recruitment Agency?

Role and Scope

A recruitment agency (or talent acquisition firm) is a strategic partner that helps identify, evaluate, and attract external talent. Their approach can be generalist or specialized depending on the roles they handle.

These firms manage the full recruitment cycle, from defining the profile to delivering the final candidate, and in some cases, they also support onboarding.

Types of Recruitment Agencies

• Generalist agencies: cover all kinds of profiles, usually operational or administrative.
• Specialized agencies: focus on specific industries and technical, mid-management, or senior roles.
• RPO (Recruitment Process Outsourcing): a model in which a company partially or fully outsources its recruitment processes.

 

At Morgan Philips Mexico, we combine a human-centered approach with technology to deliver specialized, industry-specific recruitment, from middle management to senior leadership.

Our Human Tech model is designed to reduce time-to-hire, elevate hiring quality, and provide a truly consultative experience.

Advantages of Partnering with a Recruitment Agency

• Access to specialized databases and passive talent networks
• Reduced internal bias and increased candidate diversity
• Faster, more structured processes
• In-depth, comparative, and objective evaluations
• Market insights and consultative guidance

 

54% of professionals are open to new opportunities even if they aren’t actively searching. Recruitment agencies have access to this passive talent market.

Internal Recruitment vs. Recruitment Agency — Comparison Table

Aspect	Internal Recruitment	Empresa de reclutamiento
Reach	Limited to internal networks and databases	Access to both active and passive talent
Time	Can be slower	Faster and more agile processes
Costs	No external fees	Fees per service or per successful placement
Specialization	Depends on the expertise of the internal team	Expert teams by industry or function
Workload	Requires full internal management	You delegate part or all of the process
Objectivity	Internal bias may influence decisions	External and technical evaluation

 

When Each Option Makes Sense

When to Choose Internal Recruitment

• Your TA team has the operational capacity and technical expertise required.
• You want to maintain full control of the process and the candidate experience.
• You already have internal networks or a strong talent database to fill the role.
• You want to promote internal growth or work with talent already known to the organization.

When to Choose a Recruitment Agency

• You are looking for specialized or hard-to-find profiles.
• You need to reduce time-to-hire.
• Your HR team is handling a high workload or multiple vacancies at once.
• You want to expand your vacancy’s visibility beyond your usual channels.
• You require confidentiality or support for sensitive roles.

77% of companies worldwide report difficulty filling key positions.
Outsourcing the process to experts can make the difference.

How to Combine Both Models Strategically

Many organizations are integrating both approaches to get the best of each. This allows them to:

• Prioritize internal promotions when talent is ready
• Use agencies for critical, urgent, or scarce profiles
• Strengthen their process with external methodologies
• Build a hybrid talent culture, internal and external

 

At Morgan Philips Mexico, we help you complement your internal efforts with specialized recruitment solutions, sector insights, and cutting-edge technology.
We work as an extension of your team to transform how you attract talent.