Internal Recruitment Risks

The internal recruitment has many benefits for the organization, but it carries risks, when it is not managed properly. The internal recruitment requires accurate and specific rules and procedures as it does not bring the instability into the organization and conflicts among managers. The unmanaged internal recruitment can de-motivate employees.

The unclear rules of the internal recruitment are the biggest risk. The internal recruitment is sensitive as managers can lose their best employees. Managers are paid for delivering outstanding results. The transfer of the best employee is a danger for the delivery of results.

HR has to define the basic rules for the internal recruitment. The rules have to define:

• who can apply
• when to apply
• what are the rules for the cooperation of involved managers.

HR has to protect the internal stability and cooperation. Managers have to sure of not loosing all top performers and high potentials. The risk of conflicts among managers is too high.

The internal recruitment can bring the instability to some key departments. Many job positions need a long time to perform at the standard performance level. HR should protect these departments from the massive internal recruitment. Managers cannot act as the induction managers all the time.

HR should guarantee the minimum required time before the new application for the internal recruitment can be made. People should spend at least 18 months in the same job position, and they should stay at least for 2 years in the department they were hired to.

It is not a limitation for employees usually. They have to learn new skills and competencies, and it does take time. They should become experts in the new area and then they should focus on developing another one.

HR has to monitor potential job hoppers in the organization. Some employees are smart enough to change their career path in the organization quickly, and they can seem to be extremely successful. They usually leave the department before the performance appraisal, and there is no clear evidence of their results. HR has to limit the number of job changes in a defined period. Each employee should go through the regular performance appraisal. Job hoppers must be stopped.