Internal Recruitment

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Censia Talent Intelligence

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

Single source of truth

Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

In-depth analysis

Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

Internal Recruitment

When it comes to finding the best employees, many companies look outside their organization for the right talent. However, internal recruitment should also be a key part of any recruitment strategy.

Internal recruitment is the process of hiring employees from within an organization. This can be a great way to find new talent and upskill current employees. It can also save the company money and time, as internal recruitment does not require any advertising or search fees, and internal hires usually do not require extensive training from the company.

However, internal recruitment can be difficult. Not all internal employees want to move jobs, and internal promotion is often seen as ‘the reward’ for years of hard work in an organization. So internal recruitment needs to be handled carefully, with the right incentives to encourage movement between positions.

On top of this, internal recruitment provides a unique set of challenges compared to external recruitment. Internal employees often know what they are looking for in a job, so it is harder to sell them on your organization and role without giving them a good idea of what the job will entail.

Despite these challenges, internal recruitment is a great way to find new talent and develop your workforce. If done correctly, it can save your company time and money while boosting employee morale and engagement. So don’t forget to include internal recruitment in your overall recruitment strategy!

Recruiting Internally and Externally

There are two main ways to recruit new employees: internally or externally. Internal recruitment is when a company looks within its ranks for qualified candidates to fill a position. On the other hand, external recruitment is when a company reaches out to the outside world searching for potential employees.

Each method has its advantages and disadvantages. It’s important to evaluate internal recruitment versus external recruitment based on your company needs, the job description and skills required, the competition for talent in your particular industry, and how you want to build out your organization or grow your team.

When deciding between internal recruitment vs. external recruitment, consider the following factors:

  • How much time are you willing or able to spend on internal recruitment?
  • Are you under pressure to fill the position quickly?
  • What’s your budget for internal recruitment?
  • How much time is needed for internal recruitment?
  • What costs are associated with internal recruitment campaigns (e.g. advertisements and external recruiter fees)?

External Recruitment

External recruitment is commonly thought of as the process of posting a job opening on job boards or recruiting firms and waiting for resumes to come in. While this is one way to go about external recruitment, it’s not the only way.

Many companies are now using social media platforms, such as LinkedIn, Twitter, and Facebook, to find qualified candidates. In addition, many firms are using video interviewing tools such as Skype and HireVue to screen candidates. These methods allow companies to cast a wider net and find more qualified candidates.

The main advantage of external recruitment is that it gives companies access to a larger pool of potential employees. This can be especially helpful if your company is looking to fill a specialized position or a lot of competition for talent in your industry.

The main disadvantage of external recruitment is that it can be expensive and time-consuming. It can also be challenging to find the right candidate for your company.

Internal Recruitment

Internal recruitment is the process of promoting current employees to internal positions. This can be done through internal transfers, internal promotions, or internal job postings.

The main advantage of internal recruitment is that it’s generally inexpensive and produces high-quality candidates who understand how the company operates and what is expected of them in their specific roles. It also saves your company money on external recruiter fees.

The main disadvantage of internal recruitment is that it can be time-consuming. It can also be hard to find the right candidate for your company if there are no internal vacancies.

Which is better?

There is no one-size-fits-all answer to this question. It’s important to evaluate internal recruitment versus external recruitment based on your company needs, the job description and skills required, the competition for talent in your particular industry, and how you want to build out your organization or grow your team.

Overall, internal recruitment is a good option for companies looking to fill a position quickly, have a limited budget, or promote from within. External recruitment is a good option for companies looking to fill a specialized position, have a large budget, or cast a wide net to find the best candidate.

Whatever route you choose, make sure you put thought into the process and take the time to find the right candidate for your company.

Internal Recruitment Examples

Many internal recruitment examples can be used to illustrate how this process works. One example is when a company needs to fill a position at a higher level than the ones currently held. To fill this type of position, the company will often use its internal recruitment process to find the best candidate.

Internal recruitment is a process used by companies to fill internal vacancies by recruiting current employees. It’s usually reserved for internal hires; however, the internal recruitment process could also be used for employee transfers or internal promotions.

Another example is when a company needs to hire someone within the same department but higher than existing staff. An internal recruitment example will often use it as an internal hire.

Internal recruitments are always based on internal selection criteria and internal grades. The internal recruitment process consists of 4 steps: 

  1. Internal Analysis
  2. Internal Advertising
  3. Pre-selection Interview Stage
  4. Post-selection Interview Stage

If your company is looking to recruit internally, it must ensure well-defined internal selection criteria and internal grades.

The internal recruitment process can be used for many different types of internal positions, including:

  • Hiring for a position at a higher level than the ones currently held by employees within the company
  • Filling a position within the same department but at a higher level
  • Promoting internal employees from current internal grades to new internal grades
  • Recruiting internal employees for employee transfers

The internal recruitment process can be a great way to fill internal vacancies. Still, it’s important to ensure that your company has well-defined internal selection criteria and internal grades. Without these things in place, the internal recruitment process may lead to internal difficulties.

Internal Recruitment Advantages and Disadvantages

Internal recruitment is when organizations source and select candidates from within their workforce to fill vacancies. This is a strategy organizations use to develop and retain talent and ensure that employees have the necessary skills and knowledge to meet their needs.

There are several advantages of internal recruitment:

  1. It allows organizations to identify and develop internal talent, improving employee retention rates.
  2. It helps ensure that employees have the necessary skills and knowledge to meet their needs.
  3. It can be less costly than external recruitment, as internal candidates may not require as much training or onboarding.
  4. It can help build a sense of community and camaraderie within the organization.

There are also a few disadvantages of internal recruitment:

  1. It can be more difficult to identify internal candidates than external candidates, as internal candidates may not be as visible.
  2. It can be more difficult to assess internal candidates than external candidates, as internal candidates may not have been formally tested or screened.
  3. Internal candidates may be more likely to leave the organization if a better opportunity arises.

Overall, internal recruitment is a valuable tool for organizations to develop and retain talent and ensure that employees have the necessary skills and knowledge to meet the organization’s needs. It can be more difficult to identify internal candidates than external candidates, as internal candidates may not be as visible. It can also be more challenging to assess internal candidates than external candidates, as internal candidates may not have been formally tested or screened. Ultimately, internal recruitment is a helpful tool that allows organizations to develop internal talent and build a strong sense of community.

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