Recruitment processes mostly take away the moods of recruiters and HRs. Even though there are hot openings throughout the country, the unemployment rate is still higher. This mainly happens because the gap is aroused between job seekers and HRs or recruiters. 
The final goal of every recruiter is to find the right candidate for the team. In the same way, the destiny of a job seeker is to find the right job where he/she can perform and learn more skills. For this many internal and external recruitment drives may have taken place in completely different methods.
In many cases, the recruiters or HRs miss the best talents. Every candidate needs to get an equal chance in case of recruitment processes. So let’s check out the different ways how recruiters and HRs can hire successfully by the internal and external hiring, HRavailable.
The Curriculum Vitae
Based on the CV you are getting, in the case of internal hiring procedures the CV numbers might be numerous. But the screening is done without seeing the candidates. Some might be good at speaking but bad at making content, HRavailable. 
While conducting external job drives, the in-person recruitments are done and so we can speak face to face. This makes a lot of differences. The online world is a bit different from the outside world. Every category has its pros and cons. 
The online drives mostly have google forms or something related to it. So, the candidates get screened based on the requirements fixed by the recruiters in that forms or links, HRavailable. This makes the work easier and time-consuming. But in the case of external drives, the in-persons are screened based on the CV as well as their nature.
Details in CV
When the CV details are filled accordingly, the internal drive candidates always fill in plenty of data that are not that much needed, HRavailable. When it comes to the external drive scenario, the filled data might be less because they usually have a fear that pinpointing every point mentioned in the CV, there might be a question.
Study candidates
Internal drives are mostly done by audio meetings rather than video calls. So, this might be difficult to study the other side sitting candidate. This is beneficial for introverts. Though in the external drives, the candidates can be studied through the way they speak and behave lively. 
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