Internal recruitment is SO underrated.
Not only can it save you a packet on job ads, it can help you find candidates with top skills and a proven attitude - all right under your nose!
Here's why internal recruitment could be your new BFF:
What's so great about internal recruitment?
There's a lot to love about internal recruitment. These are our chart toppers:
- They just GET the way you guys work: Forget pawing over the employee handbook. Internal candidates know what you do, how you do it, what makes you unique and how far the company can take them.
- They're already bezzies with half the office: They've already proven they fit your company culture like a glove, and they can get cracking straight away because they already know everyone else in the office.
- They are what you've trained them to be: You've told them everything they know about their role and your company as a whole. So, rest assured they know how to do things the right way for company.
- They're a safer bet, all things considered: You know, or can talk to someone who knows, all about their aptitude and work ethic. There's no secrets or nasty surprises here!
Right, you win. But, how do I go about hiring internally?
Put it front-and-centre of your employer brand
This'll make you more attractive to young up-and-comers who can work their way up through the ranks in your own image.
Also, play nice with unsuccessful candidates. Chances there'll be an awkward conversation over the kettle come Monday if not.
Clear the clutter from promotional pathways
Make sure your staff can see a clear pathway from the role they're in to the role they want to get to in future.
Do some of the legwork for them; tell them that promotion's a strong possibility, how much experience/which qualifications they'll need and what you want to see as an employer.
Train your managers to field questions on internal recruitment and ram that intranet full of handy resources.
Make sure everyone's playing fair
Check everyone's clear on the ground rules before play commences to avoid office bickering and candidates feeling cheated.
Answer questions like:
- Do employees have to be in a role for X amount of time before applying elsewhere?
- Should employees let their line manager know before applying to another department?
- Can managers ask staff from other departments to apply/advise their staff to apply to other departments?
Also, be aware of bias (or, even just the perception of it). Always pick the best person for the job, not just your mate from down in accounting. Apparent nepotism is the enemy of respect and hard work.
Keep talking until you go hoarse
Chat to your HR team. They'll know if a person with the right skills and motivation is looking to make a switch.
Also, always check with the candidate's manager before committing to interview to make sure you're not leaving a colleague in the lurch.
Test-drive these techniques in combination and you can't go far wrong with internal recruitment.