Basic Internal Recruitment Rules

The internal recruitment is a process creating conflicts in the organization. The internal recruitment without rules and management from HR is dangerous. Managers and employees should respect basic rules, which are fully aligned with the HR Strategy and the corporate culture. HR has to set the rules about the communication, eligibility to apply for the job vacancy and the rules for the transfer of the internal hire. The internal recruitment needs to be standardized. Managers need security, and they have to feel the fair approach.

The internal recruitment process has to be clearly defined. Managers and employees have to follow the defined recruitment process strictly. The deviation from the required process brings the conflict to the workplace. The internal recruitment supports the competitiveness of the company, but it makes some team weaker for a limited time. Managers are happy to hire internally, they are not happy to transfer top employees.

HR has to define clear communication rules for the internal recruitment. The employee who sends the application to the hiring manager usually initiates the hiring process. The employee and the hiring manager should know when they have to inform the current manager about the possibility of the internal transfer. HR should be involved to the process. HR should support the employee and the current manager. The current manager is losing one of talents in the team, and the performance of the team is in danger. HR should present a clear plan of hiring the new team member.

The communication rules for the internal recruitment should clearly define the moment for the involvement of the current manager. Many organizations require the approval of the current manager before the employee can apply. Some organizations require the employee to inform the current manager after 1st interview with the hiring manager. The current manager should be informed as soon as possible. Managers should be trained in accepting information about the possible internal transfer. Managers like the stability of their teams. The internal recruitment is not a process supporting the stability.

HR has to be involved in the communication from the beginning. HR has to facilitate the process, and HR has to provide guidance to the employee, hiring manager and the current manager. HR should provide the correct information about the possibilities and it should strictly ask all involved parties to follow the defined process.

HR has to set the clear rules for employees who can apply for the internal vacancy. HR has to support the full utilization of available human capital, but it has to protect the basic level of stability. Employees should know, what is the expected minimum length of stay in the position before applying for the new one.

The internal recruitment rules should support ambitions of employees. But they should confirm their performance, and they should provide evidence. The real results cannot be visible within several months. Employees have to asked to stay at least 18 months in the position before they can apply for the new job opportunity. This elementary rule pushes employees to prove their performance and gives certainty to the manager.

HR has to bring the standardized internal recruitment process. Employees cannot be worried to apply for the job vacancy. Managers have to be sure about the basic level of stability of their teams. HR has to be sure about selecting the best internal candidate.