14 Jul 2021
For the majority of businesses, human resources (HR) typically focuses on external candidates when any new role pops up. While this focus on external recruitment may often prove fruitful, it mightn’t always be the best approach to every position.
Instead, your company might want to try internal recruitment. If you haven’t engaged in the practice itself, the term might be relatively explanatory. There’s much more to it than meets the eye, however, especially when it comes to finding the right internal candidate.
There’s also a chance that you’re not convinced that this might be the best approach to hiring. After all, there must be a reason why most firms look outside when they start their hiring process?
Both methods have their benefits. As such, one shouldn’t be seen as a replacement to the other. Instead, you should see them as complementary to each other, with a blend of both being a recommended way to find the most qualified candidates.
If you’re new to the internal recruitment process, then there are a few things that you’ll need to know. Hiring from within can come with its own complications, after all.
Before getting into why you should consider internal recruitment, it’s best to define what it actually is. As you might expect, this is sourcing candidates for a new job from your existing employees rather than looking outward.
In a lot of cases, this can be done from within a specific team, although it’s common to see employees being moved from different areas. As a result, your internal hiring methods could look for employees from anywhere in the company to fill a vacant position.
When it comes to the internal vs. external hiring process, that’s the largest difference. Naturally, there can be a few differences in how you approach the process, although this is typically focused on adapting the overall hiring process from one to the other.
That means that you shouldn’t need to post on job boards, among other practicalities. There are several types of internal recruiting that you may have engaged in already, although you may not have known it. The most notable of these are:
As such, the process of moving an employee to another role shouldn’t seem as alien to most people. In many cases, you can see it as either a promotion or a transfer.
According to a recent study by LinkedIn, the majority of businesses are now using internal recruitment. While many are using that alongside external recruitment, some are using it on their own. As you might expect, the majority of these are for full-time jobs.
What does that mean for you? Well, it’s why these companies are doing so that matters. Workers placed in a position through this process are typically productive much faster than an external hire. As a result, they’ll be generating money for you much quicker than others.
There are also lower costs associated with it when compared to its external counterpart. If you’re looking for a cost-effective and quick way to find suitable candidates for a specific position, then this will be the recommended option.
Though there are some negatives associated with it, the benefits drastically outweigh these.
As you might expect, the responsibility of people management falls on your managers and human resources professionals. That doesn’t mean that the buck stops with them, however. Instead, you should put just as much effort as them.
When it comes to recruitment, being proactive with your hiring is essential. As such, being involved in choosing who works for your company can be a well-recommended option. That’s especially true with internal recruitment.
The more involved you are, the more you’ll know and value your employees. Working alongside your HR managers, you can then make the best decisions for your vacancies and the overall company.
Doing so will also mean that employees respect you more and are more likely to stay engaged with the company long-term. As a result, you’ll see more productivity and better results with your workers.
If you work in HR, then you might be wondering how you can be an effective people manager. While these can often change slightly from company to company, there are a few that are common. The largest of these are:
By developing and refining the above, you should be well on your way to being an effective people manager. Naturally, you’ll need to adapt almost constantly to a company’s needs, especially as it grows.
Coupled with the above, you should have no problem in human resources.
You might be wondering whether there are any advantages of internal recruitment compared to its alternative. Thankfully, there are several of them that you can take advantage of. These should be seen throughout your human resources processes, among other areas.
The most notable of these are:
With all of those in mind, it can be quite easy to see why many hiring managers and business owners prefer the approach.
As beneficial as it may be, there are several disadvantages of internal recruitment that you should be aware of. While these mightn’t outweigh the benefits, they’re still things that should factor into your decision.
The most significant of these are:
Although these mightn’t be as large as the benefits of internal recruitment, they can certainly be big enough to pay attention to. As such, you may need to work around them and find ways to overcome any challenges that you might face.
While external recruiting and internal recruitment have multiple similarities, they also have their differences. As such, you might be hesitant about the steps needed to hire from within. Thankfully, these are relatively simple.
The most notable steps are:
Following the steps above should make sure that your internal hiring process goes as smoothly as possible.
You might think that hiring internally is the same as doing so externally. That isn’t the case and often leads to quite a few mistakes being made. Thankfully, many of these are relatively common.
As a result, they can be easy to avoid if you already know about them. The most notable of these are:
By avoiding each of these, your internal recruitment process should shape up nicely. It’ll also make sure that you’re getting the most qualified candidates possible for any new role. That will set you and your business up for success over the long term.
Internal recruitment can be a cost-effective way to find qualified candidates for any job openings that you might have. It will also take much less time to fill a position. As novel an idea as it might be to fill vacant roles, it should be seen as a complement to external hiring processes.
Using both recruitment methods at the same time can be a recommended option for any staffing decisions. When it comes to some roles, it can often be advised that you look to your existing workforce before considering any external hires.
That’s especially true if they’re needed for a project that’s quite time-sensitive. With how much faster internal recruiting can be, filling these roles with well-trained employees who know what they’re doing is quick and easy.
You’ll also save on the time it takes for them to fit in with current employees, as they’ll already know them and fit in with the company culture. If you’ve got any open positions coming up soon, it’s worth considering the approach to fill them.
Sign up for a quick 30 minutes demo and see what flair can do to automate your HR department and help you focus 100% on growing your employees the right way.
Hello, we are flair. Our goal is to translate the positive effects of revolutionizing how companies engage with their clients & their team.