At times, organizations need to seek new employees externally. Even when internal promotion policies or practices exist, entry-level positions must be filled as employees advance or transfer. External talent recruitment may utilize standardized forms completed by employees and supervisors to collect data on job duties, responsibilities, and required skills. Questionnaires can cover a wide range of job elements and efficiently gather information from large numbers of respondents.

Alternative Staffing, encompassing Professional Employer Organizations (PEOs), outsourcing, and freelancers offers flexibility, cost control, and access to specialized expertise (e.g., NASA’s partnership with SpaceX for technical capabilities). However, it introduces compliance complexities (requiring navigation of labor/tax regulations across multiple jurisdictions) and risks of diminished employee loyalty. This model is optimally deployed for project-based initiatives or scenarios with fluctuating demand (e.g., seasonal peaks, specialized short-term projects).

Multiple recruitment approaches can be considered for sourcing new talent. The appropriate method depends on the type of employee an organization requires in a specific context, meaning multiple methods may be utilized simultaneously.