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Internal Recruitment Benefits

The internal recruitment has many advantages for the organization. Identification of talents is difficult, and HR has no capacity to cover all talents in the organization. The internal recruitment supports the talent management strongly. The benefits of the internal recruitment are enormous, and the only costs to the organization are the promotion costs and capacity of HR Recruiters. The Career Development Specialists should closely monitor the internal recruitment as HR Recruiters meet internal high potentials, talents and top performers from lower job positions. The main benefits of the internal recruitment are in the utilization of the potential, decreased pressure on designing new job positions and prolonging the career of employees.

People are extremely expensive resource for the organization. The organization has to utilize all available skills and competencies. It is a difficult mission without the internal recruitment process. The Career Development Specialist cannot cover the whole organization. The Career Development focuses on talents from the management staff and key experts holding exclusive know-how. The internal recruitment can cover lower levels of the organization. Employees willing to grow can apply for the new job position. They can be responsible for their career management.

The internal recruitment is an excellent tool to stop employees’ complaints. Employees always complain about missing career opportunities. The internal recruitment transfers the responsibility from Human Resources to employees. They have to monitor internal job vacancies, and they have to apply for them. HR has no possibility to monitor and track all employees. They have to take care of themselves.

HR can offer the opportunity to take new challenges. HR posts internal opportunities and gives the advantage to employees. HR does wait for several days before posting the job vacancy externally. Employees can ask for details. They can decide to apply. They cannot complain.

The internal recruitment challenges HR to publish a clear job matrix for all employees. Employees need to know about the level of the new job position and the basic skills and competencies needed. They do not apply for the lower job positions, and they can expect a fair salary increases. The internal recruitment can challenge improvements in other HR Processes.

Employees learn new skills and competencies during the careers in the organization. The Career and Development Specialist cannot cover the whole population in the organization. HR cannot map all gaps in the organization. Employees can recognize their skills and competencies better, and they can apply for the new job position. It is one of the biggest benefits of the internal recruitment.

The organization has to utilize the development in gained skills and competencies. Employees have to move to more senior job positions, and they have to be challenged again to continue the growth. HR cannot make it on its own. Employees can. HR has to design the strong and robust internal recruitment system, which will allocate employees to job positions, where they can use their skills and competencies. It is a massive benefit of the internal recruitment. Employees can make the self-assessment, and they can apply for the vacancy. HR has to design the system, which does not allow the over-stability of the system of job positions. The internal recruitment provokes employees to ask for new job opportunities.

The internal recruitment helps to build the talent pipeline in the organization. HR can observe the common, successful promotions, and it can set the regular talent pipeline process around these recruitment moves. HR should develop the policy about the expected stay at the current job position. Employees should be challenged to develop their skills and competencies as the company stays competitively and healthy. The strong internal recruitment process is the essential tool for move employees around.