Internal Recruitment: To consider the benefits and challenges
The start of jobs in the business is often recruited in motion, which can last for a few weeks for several months. But is it possible to shorten the time needed to find the appropriate alternative by recruiting your company? In fact, when it comes to serving for a number of reasons, many organizations go on the path, including low costs, lower ships, and more likely to maintain high performance and stimulating employees. These are just some of the benefits of internal recruitment that make it a popular choice in companies. In this article, we will not only look for the benefits but also the challenges that can lead to the choice of external recruitment in some cases.
Types of internal recruitment
When we talk about internal recruitment, we refer to the process of filling out open positions with existing employees of the organization. This process often makes things easy for the HR, as they already have access to these experiences and can easily see if a department employee can be better suitable for the other. Recruitment can be in different ways, most common is that:
- Transfer – This may include transfer or migration from one department to another. Transfers are usually background tricks, which means that employees move to positions that are in the same position as their current jobs. As a result, they often do not come with a salary increase.
- Promotion – Possibly the most common type of internal recruitment, promotions allow talented employees to go to high positions that come with higher responsibility and higher status and compensation.
- Rehearsing- When a position is opened, companies sometimes contact former employees. Although these individuals are currently not employed by the organization, they are still familiar with internal policies and methods, thus minimize the time they take to ride.
- References – In this case, although you are not hiring within the organization, you are looking for applicants using reliable employees’ suggestions. This procedure works because employees understand how the company works and will, so, will refer to the candidates who will be good.
- Previous applicant – Companies often “click” with candidates, but their ends do not get their services for one or any other reason. These applications last for some time and can be reviewed when a new position is available. Since these individuals have already gone through the testing and interview stages, contacting them is more effective than starting a new recruitment process.
4 benefits of internal recruitment
1. The renting process smooth the process
A complete recruitment process includes several stages, such as drafting job details, testing various resumes, reviewing candidates, and conducting numerous interviews. Then, and only when someone gets a good fit, you can move forward with their services and on the ship. These initiatives increase a lot of time for a company. With internal recruitment, you can leave the majority of them. You are already choosing from a professional pond who are good fit for your company and have a proven track record of success. As a result, renting time is cut down, which allows you to fill the empty position quickly.
2 reduces recruitment costs
Recruitment doesn’t just take time. It also costs a lot of money. Some recruitment costs include fees for promoting your job ad and subscribing professional websites, the additional work hours that the HR has spent the aforementioned recruitment stages, as well as the necessary equipment for newcomers. There is no need to say that hiring external services increases your head count and results in employment costs. Therefore, an essential advantage of internal recruitment for a new position is that it restricts most of these costs, making this recruitment method a great choice for strict budget business.
3. The speeding ship leads
The ship aboard is an integral part of a new employee’s journey. Through this process, organizations ensure that their latest additions have the skills, tools and knowledge necessary to successfully fulfill their new role. However, the effective boarding time takes time, which not everyone can afford. Sometimes, organizations need some positions as soon as possible to maintain productivity. In these cases, recruiting someone who already knows and understands your organization’s methods and practices can be very beneficial. In particular, it guarantees that they will need significantly less training to perform at a satisfactory level, as they will already be aware of the nature and responsibilities of their new character.
4. Employees’ engagement increases
The last advantage of internal recruitment you needs to remember is that it keeps your employees happy and busy. When you open a position instead of starting an external recruitment process immediately, hiring services in your company can send a strong message. This allows employees to know that you appreciate their and their hard work and are willing to advance your career and help them develop in their organization. This is especially valid for high -ranking positions, though with the same levels they can allow different interests and skills. In general, employees who see a future full of growth and development are more likely to be productive and engaged.
Internal recruitment challenges
Despite its many benefits, not everything about internal recruitment is positive. In fact, there are some reasons that can force you to choose external instead of internal recruitment.
First, hiring internal services limits your applicant’s pool. Although your employees are skilled and talented, this does not necessarily mean that they are good fit for any open character. Having someone’s new services can give you the exact skills you need. Another challenge is the result of internal fare. Other employees may be convinced that they did not deserve transition or development, which causes resentment and negative. In addition, some managers may be worried about losing a valuable member of the team and meeting the gaps behind them.
Earlier, we have mentioned that internal recruitment can prevent the introduction of new people and protect your company’s culture, which may not be a good cultural fit. But you need to be careful to make the Eco Chamber. Relying too much on internal recruitment methods can result in a stable culture that lacks new perspectives, views and ideas. It is important for new people to enter your organization so that a new approach to things can be presented, innovate, and may highlight potential issues or disturbing ways that have long been “immune” to employees.
Conclusion
Renting is a complex process that can be easier when you choose internal recruitment. This perspective can help you develop talented employees and advance their careers in your organization, while helping you reduce recruitment costs and fill empty positions quickly. Although the benefits of internal recruitment are numerous – therefore, this is a popular process in organizations. Don’t rely too much on this procedure, but make sure to prevent the difference, anger and lack of innovation in your organization.
