Lateral Hiring

Meaning & Definition

Lateral Hiring

Lateral hiring, often referred to as lateral recruitment or lateral entry, is the practice of recruiting experienced professionals or individuals from external sources to fill positions at a similar level within an organization. Instead of hiring for entry-level roles, lateral hiring is employed when an organization requires specific skills, knowledge, or expertise not currently present in its workforce.

> Back to HR Glossary

Frequently Asked Questions (FAQ's)

  1. What is the difference between lateral and vertical hiring?

    Lateral hiring entails enlisting individuals with comparable expertise from the same hierarchical level, internally or externally. In contrast, vertical hiring involves appointing individuals from higher or lower levels in the hierarchy to assume roles with distinct responsibilities. Lateral hiring concentrates on comparable positions, whereas vertical hiring encompasses transitions across various organizational levels, reflecting a movement in hierarchical responsibilities and functions.

  2. Is lateral hiring good or bad?

    Lateral hiring offers both benefits and difficulties. It introduces diverse perspectives, enhancing innovation through a range of skills. Yet, it has the potential to cause organizational friction or disturb team dynamics. The success of lateral hiring hinges on aligning the new hire's skills with the role, facilitating seamless integration, and proactively managing cultural or interpersonal challenges. This is crucial for ensuring a positive and constructive influence on the organization.

  3. What is lateral entry in recruitment?

    Lateral entry in recruitment involves bringing in external individuals with the necessary skills and experience for a specific position, often at a comparable or higher level. This strategy enables organizations to introduce new viewpoints, expertise, and capabilities without internal promotions, fostering agility and addressing specific requirements more precisely. It serves as a targeted approach to fulfill organizational needs with individuals who offer a fresh perspective and relevant skills from outside the current workforce.

  4. What is sourcing for a lateral hiring steps?

    Lateral hiring sourcing encompasses recognizing and enticing external candidates possessing the necessary skills. This involves outlining the role, crafting an appealing job description, leveraging online platforms and professional networks for candidate identification, networking to connect with potential candidates, and assessing their suitability. Successful execution relies on adept communication and relationship-building, vital elements that ensure the attraction of well-qualified individuals for lateral positions.

  5. What is the difference between lateral hire and campus hire?

    Lateral hires are seasoned professionals externally recruited, usually for mid-to-senior roles, contributing external expertise. In contrast, campus hires are recent graduates hired from educational institutions, typically for entry-level positions. Lateral hires bring immediate experience, while campus hires provide fresh perspectives and potential for long-term organizational growth. The differentiation lies in the level of professional experience, with lateral hires offering established expertise and campus hires offering the promise of development within the organization.

  6. What are the 5 stages of the hiring process?

    The hiring process typically involves:

    • Planning: Identifying the need and defining the role.
    • Recruitment: Actively seeking and attracting candidates.
    • Selection: Evaluating and choosing candidates through interviews and assessments.
    • Offer and Negotiation: Extending an offer and negotiating terms.
    • Onboarding: Integrating the new hire into the organization, providing orientation, and facilitating a smooth transition.

Unleash the true potential of your workforce

See Darwinbox in Action