Actively seeking out a broad and varied group of potential candidates is a crucial aspect of the recruitment process (Lumen Learning, 2019). I am of the opinion that by engaging in both internal and external recruitment practices, recruiters and hiring managers can mitigate potential negative consequences. Internal recruitment leverages the existing talent pool and resources within the organization to fulfill staffing needs. Internal job postings offer the advantage of tapping into qualified individuals who are already familiar with the company's processes and culture. Established colleagues or employees who are recommended from within the organization may share common beliefs and values. One strategy to address this is to recruit in environments that exhibit higher levels of diversity, such as college campuses (Nobl, 2019). This approach proves effective as candidates from diverse backgrounds are likely to participate in job fairs and campus recruitment events. External recruitment, on the other hand, aims to enhance diversity and broaden the pool of potential candidates (Lumen Learning, 2019). Opting for online external recruitment can reach a wider and more varied audience, quickly generating a large pool of applicants. Utilizing the company's website to advertise job vacancies can be particularly effective. This approach allows the hiring manager