Have you ever imagined recruiting new talents within the company? If you want to update your team without carrying out a new recruitment and selection process, we will explain what is internal recruitment and how to do it right.
O internal recruitment it is used when the occupation of a vacant position is filled by professionals who already work in the company, but in another area or department.
This process must be as assertive as possible so that the most qualified professional is chosen. Thus, it is necessary to consider all the risks and benefits of each type of recruitment to learn how to attract the ideal talents.
At the internal recruitment, the selection of candidates is done exclusively with professionals who already work for the company. Many organizations opt for this model to fill vacancies that require high business knowledge and experience.
Thus, internal employees become more able to fill the vacancy because they have greater knowledge about the organization.
In addition, it helps to encourage the motivation of employees, who start to work harder to win new positions and become more loyal to the company.
O internal recruitment can bring several other benefits to the corporation, such as saving time, money and resources compared to the process of external recruitment.
Want to know more? Check out this post that we explain everything about what it is internal recruitment!
What is internal recruitment?
O internal recruitment it is the hiring model that evaluates internal employees to fill a new vacancy within the company. This type of contracting aims to take advantage of internal human capital. It is a great talent motivation and retention strategy.
Meanwhile, external recruitment is carried out when the company’s internal human resources are already depleted. He evaluates professionals from outside the company to fill a vacancy.
Often, the internal recruitment stands out from the outside, being the first choice among companies. This is because companies prefer to maintain and develop their employees, who are already more adapted to the organizational and team culture.
Read more: Talent retention: discover the best plans!
Types of internal recruitment?
The recruitment process is done through an internal selection. HR is responsible for looking for someone within the staff that fits the vacancy to be filled.
There are different ways to carry out this process. The following are some of the types of internal recruitment:
1. Informal recruitment
In this option, the HR search for the best internal candidate is done without the opening of competition for the vacancy. This option is often used to replace a member of an area with the promotion of another member of the same team.
To carry out this recruitment, HR must monitor the development of each employee and their assessments and performance.
2. Disclosure of the vacancy
That type of internal recruitment has the opening of competition between the internal team. The company discloses the vacancy and the necessary requirements to all employees. Thus, it carries out a selection process among the candidates who fulfill the required requirements.
3. Refitting to the career plan
That type of internal recruitment happens when the company restricts employees who can participate in the selection. It carries out the process only with those employees qualified by the criteria of the career plan.
This model allows for competition between candidates or the promotion of the next in line to fill the position.
In the three types of internal recruitment it is necessary to take into account some objective selection criteria. Are they:
What are the advantages and disadvantages of internal recruitment?
Like the external model, the internal recruitment has its advantages and disadvantages that will depend on the company and the situation that will be used.
Often, external hiring is done in a hurry because of the urgency to fill a vacancy. However, the newly hired professional may not have 100% of the vacancy profile, not adapting to the company’s culture.
This can lead to an increase in the company’s turnover index, generating great losses both in the team’s productivity and in the financial ones.
Therefore, the choice within the company itself, mainly to fill higher positions, may represent a better chance of achieving the internal growth expected by the company. The advantages do not stop there. Check them all out:
Advantages of internal recruitment
1. More economical
Does the company spend less time and resources applying the internal recruitment in their selection processes. It is possible to eliminate and simplify steps, in addition to cutting expenses with the disclosure of the vacancy, the conduct of interviews and onboarding processes.
2. Integration with the company
By selecting a professional who already works in the organization, it is possible to avoid integration problems with the rest of the team. After all, the professional is already part of it.
In addition, the company will have no surprises about the professional’s attitudes and competencies, nor any problems regarding their suitability to the corporation’s organizational culture.
3. Employee motivation
Giving employees the opportunity to change jobs and evolve is a way to stimulate motivation in the workplace and everyone’s productivity.
Through the internal recruitment, all employees are encouraged to improve their performance to achieve better opportunities. Thus, it is possible to stimulate the development of a healthy spirit of competition and growth among your team.
4. Less chance of error
When selecting an employee who already works at the company, it is possible to have more accurate information about the professional and his skills. Internal employees already know the levels of demand and challenges of the corporation, so their adaptation to the new position will be faster and easier.
That way, the company will have a better chance of succeeding in its choice when filling the vacant position.
Disadvantages of internal recruitment
O internal recruitment it can also present some negative points for companies. Check out what they are:
1. Drop in productivity
It can happen that the employee has his productivity reduced when changing jobs, because of the great expectation generated by the change of position.
2. Demotivation of those who were not selected
After choosing the employee for the position, those who were not selected may feel frustrated and discouraged from trying again. Depending on the approach used by the company, many may even feel undervalued by the organization.
3. Problems in the team climate
Employees can start competing with each other and even create internal feuds, generating conflicts within the team, which can damage the organizational climate.
Read more: Organizational climate: how to improve and obtain results?
4. Team failures
When an employee changes jobs, the role he or she previously held can overwhelm your team and hurt it. After all, he will stop playing his role to develop his new activities.
In addition, the team may be resentful and find it difficult to work with the employee who has changed roles.
5. Reduced selection
When performing the internal recruitment, the number of candidates is much smaller than in one external recruitment. Thus, the company will lose the chance to find new talents to be part of its team.
In addition, conservatism can be created in the company, since employees remain the same, without the entry of new people with new ideas and skills to add value to the company.
How to do an efficient internal recruitment?
Now that you know what it is internal recruitment and what are the advantages and disadvantages of doing it. Check out a step-by-step guide on how your company’s HR should plan and execute the internal recruitment efficiently:
1. Get up to date on candidates
It is essential that the company updates all employee data to find out what has evolved professionally, taking a specialization course, languages or has acquired some new competence that can be used for the new vacancy.
In this way, the company will be able to identify which professionals can adapt to the profile sought for the vacancy and, thus, choose the right person.
A great advantage of internal recruitment it is precisely to collect information about the professionals. It is possible to listen to your co-workers, but be sure that the people who passed on the information are reliable.
2. Make a correct communication about the vacancy
Even if it is not aimed at the external public, invest in internal communication. Your organization must make an official statement, disclosing the vacancy. Take all necessary precautions so that all employees are aware of the possibility of the new position.
3. Conduct an interview with all candidates
Even knowing the work of each employee, it is important to carry out a selection process with all those who have a profile that fits the vacancy. Take all the doubts about the employee to be sure that he will be ideal for the position.
Often, the person is not willing to assume a position that may require more responsibility or even lack the specific skills necessary for the new position.
Therefore, it is necessary to make clear all the implications of the new role for recruitment to be successful.
4. Perform tests
O internal recruitment it also requires evaluations of candidates. Therefore, perform tests with all those selected. Only then, it will be possible to verify who really has the necessary characteristics to assume the new position.
It is also in this phase that behavioral assessments are made with the leaders of the people involved, to determine if the professional is really the most suitable for the vacancy.
5. Give feedback to everyone who participated in the process
The company’s way of acting with employees who did not pass the selection process is fundamental to avoid damaging the internal climate. Therefore, at the end of the process, make a feedback with the candidates who were not selected for the vacancy.
The transparency of the process is essential to ensure that the next opportunities have a good adhesion of candidates.
In summary, just like any other method, the internal recruitment has advantages and disadvantages. Your organization must be prepared to execute it correctly to be successful.
Therefore, before carrying out the process, HR needs to identify the skills and other requirements for occupying the vacancy. It is from there that the strategy can be put into practice.
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