What Is Internal Recruitment And Why Is It Important?
Definition Of Internal Recruitment
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 many 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.
That's the most significant difference in the internal vs. external hiring process. 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:
- Making a temporary employee permanent
- Employee referrals
- Transferring an employee from one department or location to another
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 this shift as either a promotion or a transfer.
Why Should You Consider Internal Recruitment For Your Company?
According to a recent study by LinkedIn, the majority of businesses are now using internal recruiting. While many use this method alongside external recruitment, some use it independently. 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. Through this process, workers placed in a position are typically more productive than external hires. As a result, they'll be generating profit 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 the shortcomings.
Who Is Responsible For People Management?
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 in just as much effort as they do.
When it comes to recruitment, being proactive with your hiring is essential. Being part of choosing who works for your company is 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. You can make the best decisions for your vacancies and the overall company by working alongside your HR managers.
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.
6 Skills Necessary For An Effective People Manager
If you work in HR, you might be wondering how you can be an effective people manager. While these skills change slightly from company to company, a few are common. The largest of these are: