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4 Steps to Successful Internal Recruitment 

 

Internal recruitment is a process of identifying and attracting current employees for open roles within an organisation. There are various reasons why hiring managers should invest in internal hiring, such as follows: 

The employees (internal candidates) already know organisation’s culture

  • Low cost in training and less time consuming

  • The employees (internal candidates) have a strong relationship with coworkers

  • It could be a motivation booster for others to work better to get high positions 

  • It could be easier as recruiters do not need to screen thousands of new talents 

  • It could be loyalty booster for the internal candidates when promoted to a high position (LinkedIn Global Talent Trends 2020 report

See also: Why Internal Hiring Matters?

As it comes with many advantages, how to successfully conduct internal recruitment? Read more… 

1- Initiate the move 

By taking a more intentional approach to internal recruiting, recruiters can show employees that the company is thinking about their future too. This could boost retention and engagement rate, as well as improves happiness among internal employees. By reaching out more and relying on networking less, internal mobility opens up everyone’s chances to be successful in a company, reducing the likelihood of frustrated employees looking for opportunities elsewhere. 

2- Partner with L&D team to make the move more strategic 

According to a LinkedIn report, 73 percent of employees said they would stay longer at their company if there are more skill-building opportunities. Since talent acquisition and L&D teams have unique insights into which skills the organisation needs for now and in the future, as well as which roles are hardest to fill, its collaboration with the HR team will make it easier to nail down a smart internal recruiting strategy that helps employees grow and meets the needs of the business. 

3- Spread the good news to the higher-ups 

70 percent of talent professionals told LinkedIn that the top barrier to internal recruiting is a protective manager. Commonly, when managers have great employees on their team, they do not want to let them go. It is understandable that managers have a hard time letting go of top performers, but such overprotectiveness can lead to employees feeling stifled, ultimately making them more likely to leave. 

Help managers see that internal recruiting will benefit organisations as a whole would not only help talents perform their best but also benefit managers in the long run as there are chances that the top performers will join their team again. 

4- Maximise the candidate experience 

It is true that internal recruiting can strengthen your company. However, when executed poorly, it can be a boomerang that weakens the company instead. The last rescue to such issues is to ensure that employees feel valued when they are considered for a new role while ensuring they won’t grow disheartened by a negative candidate experience. 

Next read: 5 Ways to Become Innovative Recruiters

Next read: Networking and Informational Interview Ethics for Job Seekers