Internal recruitment: advantages and challenges to consider
Job offers in companies often put in motion recruitment processes that can last from a few weeks to several months. But is it possible to shorten the time required to find an appropriate replacement by recruiting within your company? The truth is that many organizations take this route with regard to hiring for several reasons, including reduced costs, shorter integration and higher probability of keeping highly efficient and motivated employees. It is only some of the advantages of internal recruitment that make it a popular choice among companies. In this article, we will explore not only the advantages, but also the challenges that could lead you to opt for external recruitment in certain cases.
Internal recruitment types
When we talk about internal recruitment, we refer to the process of providing open positions with current organizations of the organization. This process often facilitates things for the HR service, as they already have access to these curriculum vitae and can easily see if an employee of one service can be better suited to another. Internal recruitment can occur in various ways, the most common being:
- Transfer – This may involve a transfer from one department to another or a relocation. Transfers are generally lateral movements, which means that employees go to positions that are at the same rank as their current jobs. Therefore, they often do not come with a salary increase.
- Promotion – Perhaps the most common type of internal recruitment, promotions allow talented employees to progress towards higher positions which are accompanied by more responsibilities and higher status and compensation.
- Engaging – When a position opens, companies sometimes contact former employees. Although these people are not currently employed by the organization, they always know internal policies and practices, thus minimizing the time necessary to integrate them.
- References – In this case, although you do not engage the organization, you find candidates using the suggestions of trusted employees. This method works because employees understand how the company works and will therefore refer to candidates who will be well suited.
- Previous candidates – Companies “click” with the candidates, but end up not hiring them for one reason or another. These applications are kept for a while and can be revisited when a new position becomes available. Since these people have already traveled the verification and interview steps, contacting them is much more effective than the launch of a new recruitment.
4 advantages of internal recruitment
1. rationalize the job process
A complete recruitment process implies several stages, such as writing a job description, verification of the various curriculum vitae, the assessment of candidates and the realization of several interviews. Then, and only if a good adjustment is found, you can proceed by hiring them and initiating integration. These steps totaled an important time for a business. With internal recruitment, you can ignore the majority of them. You already choose from a basin of professionals who are well suited to your business and who have a history of proven success. Consequently, the job time is decided, allowing you to quickly fill the vacant position.
2. reduces recruitment costs
Recruitment does not take the time; It also costs a lot of money. Only some of the costs associated with recruitment involve costs to promote your job advertisement and subscribe to professional websites, additional working hours that the HR service spends for the recruitment steps described above, as well as the equipment necessary for newcomers. Without forgetting that hiring outside increases your workforce and, in turn, expenses related to employees. Consequently, an essential advantage of internal recruitment for a new position is that it limits most of these expenses, making this recruitment method an excellent choice for businesses with tight budgets.
3. leads to faster integration
Boarding is an essential element of the job trip of a new employee. Thanks to this process, organizations ensure that their latest addition has the skills, tools and knowledge necessary to assume their new role successfully. However, effective integration takes time, which everyone cannot afford. Sometimes organizations need certain positions provided as quickly as possible to maintain productivity. In these cases, the recruitment of someone who knows and already understands the practices and processes of your organization can be very beneficial. More specifically, this guarantees that they will need much lower training to be able to operate at a satisfactory level, because they can already be familiar with the nature and responsibilities of their new role.
4. Increases employee engagement
The last advantage of the internal recruitment you should remember is that it keeps your employees happy and committed. Hiring within your company when a position opens instead of immediately launching an external recruitment process can send a strong message. It allows employees to know that you appreciate them and their hard work and that you are ready to help them advance their career and grow up in your organization. This is particularly true for positions of higher rank, although the positions of the same level can allow them to explore different interests and skills. In general, employees who see a future full of growth and advancement are more likely to be productive and committed.
Internal recruitment challenges
Despite its many advantages, all about internal recruitment is not positive. In fact, there are several reasons that could lead you to select external instead of internal recruitment.
First, the hiring internally limits your candidates pool. Although your employees are qualified and talented, this does not necessarily mean that they are suitable for any open role. The hiring of a new person could give you access to the exact skills your business needs. Another challenge is the consequences of an internal rental. Other employees may believe that transfer or promotion was not deserved, causing resentment and negativity. In addition, some managers may be upset to lose a precious member of the team and have to fill the gap they have left.
Earlier, we mentioned that internal recruitment can protect the culture of your business by preventing the introduction of new people who may not be a good cultural adjustment. But you have to be careful not to create an echo room. Building strongly on internal recruitment practices can lead to a stagnant culture that lacks new perspectives, opinions and ideas. It is important that new people enter your organization to offer a new perspective on things, to stimulate innovation and perhaps shed light on potential problems or problematic practices that long-standing employees may have grown up.
Conclusion
Hiring is a complicated process that can become easier when you opt for internal recruitment. This approach can help the talented employees of your organization to develop and advance their careers while helping you reduce recruitment costs and quickly fill vacancies. Although the advantages of internal recruitment are multiple – so it is a popular practice among organizations – there are also challenges to consider. Do not count strongly on this method, but be sure to prevent gaps, resentment and lack of innovation within your organization.
