How to Use Internal Recruiting for Developers

Last Updated on 2024-10-16

Internal recruiting is a cost-efficient way for companies to scout and hire candidates. But it can be challenging with certain positions such as software developers. Let’s take a look at what internal recruiters can do to find qualified IT talent.

Tech is one of the most in-demand fields today. It is transforming the way we do business; from how companies serve customers to how it runs their daily operations. The latest innovations are paving the way for the new generation of consumers. And, it comes as no surprise that the tech experts themselves are in high demand.

Companies, small and large alike, are racing to hire the best IT talent. However, the ongoing talent shortage in the industry is making it harder for businesses to acquire them. This is especially challenging for internal recruiters who have a narrow margin to work with when hiring against specialists, like IT recruitment firms. But, there is a way to get over this hurdle.

Before we get into the dynamics of recruiting developers, let’s first define what internal recruiting is. Why do companies prefer to hire internally? How does it work? Let’s find out.

What is Internal Recruiting?

Internal recruiting is the process of filling in vacancies with candidates from an existing workforce. This is often done to speed up the hiring process. The internal recruiter reviews the credentials of their current personnel to see if they match the qualifications needed. By doing so, they can save time and resources searching for candidates outside the company. 

Internal recruiting is widely used by businesses to fill positions that require an insider’s perspective or knowledge. It also fosters employee loyalty and advancement. It is a crucial part of any organization since it saves time, money, and resources compared to external recruiting.

Why do companies use it?

Internal hiring happens for a couple of reasons. A company can go through many phases and its system and hierarchical structure can change dramatically.

Here are some of the situations a company would hire internally:

• Promotions – A promotion to a higher management level would typically cause a domino effect of vacant positions. It’s an excellent opportunity for subordinates to move up the corporate ladder.  
• Transfers – A transfer usually means shifting to a comparable level position in a different department or to the same job at a different location.
• Temporary to Permanent – This is similar to promotion in that it entails turning a temporary employee or intern into a full-fledged employee.
• Employee referrals –  Referrals from employees are a low-cost approach to getting suitable prospects in front of hiring managers.

Internal Recruiting: Hiring Developers

Now, most businesses would choose to hire internally. It saves time and money, and most importantly, reduces the risks of bad hires. Someone who already knows the company and has proven their loyalty is always a better choice. In the case of hiring developers internally, though, there are advantages and disadvantages.

The Pros

If the company already has an in-house software development team, it would be pretty easy to shift things around. As the project expands, you can simply promote senior developers as tech leads or CTOs. Likewise, the existing members can also take on new roles within the team. Training would be fast and efficient, given they’re already familiar with the technology.

Simply put, it’s easy to hire internally when there’s already a team built from the start. It’s just a matter of rearranging the structure and choosing which employees suit the positions best. The tricky part is when the development project gets complicated.

The Cons

It will be challenging when the objectives or the technology to use for the software development project changes. To accommodate these changes, you may need a different set of experts. Yet again, one of the disadvantages of internal recruiting is the very limited pool of talent to choose from. Your existing personnel may not have the experience or skills needed for the new project requirements.

At this point, some companies would opt to hire externally to get access to a bigger talent pool. This sets them off at a disadvantage, taking away valuable time and resources. With the high demand for developers, companies would have to pay extra to acquire the right talent.

Thankfully, there is another way to hire developers and still enjoy the perks of internal recruitment. We recommend outsourcing your development team.

Partnering with an Outsourcing Company  

Outsourcing is becoming the go-to choice for startups and big corporations. It’s an excellent way to access a wide scope of affordable talent and acquire them conveniently. Businesses partnering with third-party outsourcing companies often leave their recruitment and management efforts to them.

When you partner with Full Scale, for example, you can free up a lot of time in scouting for qualified applicants. We specialize in providing IT talent for companies, helping them build a dedicated software development team.

These are some of the services we offer:

1. Wide Candidate Search

At Full Scale, we have a big pool of developers with a wide range of technical backgrounds. They are fully equipped with the skills and experience of working with various tools and programming languages. Whether you want to work with junior developers or hire a senior developer to lead a project, we’ve got the right people. We also have QA specialists and project managers ready to assist.         

 2. Recruitment

Recruitment is time-consuming because you have to assess a long list of candidates. The great thing about Full Scale is we already vet them beforehand. We follow a stringent hiring process that ensures our developers reach the industry standards. Our roster of talent has undergone impressive training and has worked for large tech companies in the past.

3. Employee Management

Another resource-consuming factor about hiring talent is the management aspect. Running the paperwork and training and organizing the team takes a lot of time and energy. With Full Scale, you can leave all these tedious tasks to us. We’ll take care of the employee management side while you can focus on your core operations.  

4. Flexibility

Lastly, Full Scale offers clients the freedom to customize the size and dynamics of their team. You can easily reduce the number of people on the team or add new ones. We work with your budget and project needs. You can also set the workflow process with the team such as work schedules, tools, and communication channels.     

These are just a few of Full Scale’s services. We have a lot of business services to offer. You can learn more about our terms and services. Let’s start talking business today!