Recruitment of employees is an integral part of any organization since performance of a company is determined by its employees. Companies therefore make sure that they recruit and hire only the most skilled and experienced personnel. There are two types of recruitment; internal and external. Internal recruitment is whereby a vacant position is filled with individuals from within the company or their friends. This is where the vacant position is advertised within the company (Chan, 2006). On the other hand, external recruitment is the assessment of the current available pool of job applicants other than the existing employees to determine whether there is anyone skilled enough to fill the existing job vacancy. External recruitment is mainly preferred by many organizations as it helps in adding new ideas and innovations to the organization hence improving its performances (Agrawal et al., 2006). Additionally, cross- industry insights are provided in an organization since the hired employee may be a competent worker from another highly performing company. The recruiting company must therefore ensure that the most appropriate and best methods of attracting external candidates are employed (Lievens & Harris, 2003). Companies aim at recruiting experienced employees in order to avoid incurring huge training costs. External recruitment method also helps an organization in meeting equal employment opportunities by recruiting employees with diverse ideas and skills. However, as noted by Hausdorf and Duncan (2004) external recruitment increases recruitment costs to an organization and may reduce morale of the existing staff.