Recruitment Strategies: Internal Recruitment

2 years ago

When recruiting, it is important to be able to meet both strategic and operational needs. To do this, the company can choose to find the ideal candidate directly within its company. This type of operation has both advantages and disadvantages.

Internal Recruitment - Definition

The term “internal recruitment” defines a recruitment method that consists of looking for one or more candidates directly within the company. This method of recruitment is therefore different from the method of external recruitment, which consists of looking for candidates outside the structure of the company.

Internal recruitment often takes the form of internal promotion . this also includes internal mobility. The idea is to promote the talents of a company to higher positions, or transversal, compared to the one they currently occupy. In other words, when a company seeks to replace a position or creates a new position, it favors internal applications, that is, applications from within its own workforce.

Internal Recruitment Process

The internal recruitment process, in charge of the department of human resources, can occur in different ways.

For example, the company can send an email or communicate internally about the new vacancy to be filled. Then, he receives the candidates and evaluates them as in any selection procedure, with tests and interviews.

Another form of internal recruitment is employee promotion, that is, directly granting a promotion based on demonstrated good performance.

An additional alternative is the rehiring of employees who have already been part of the company in the past.

The Advantages Of Internal Recruitment

Faster

The main advantage of internal recruitment is its speed of execution. The company knows its workforce, its skills, and abilities, its professional plans, etc. An internal recruitment process will therefore save time

Recruiting an employee already present in the company to move him to a new position saves considerable time, for the following reasons:

You know your employees well and will quickly know which candidates are the most promising for the position concerned.

You already know the targeted employees well, and can request additional information from their manager.

Cheaper

The second advantage of internal recruitment concerns its reduced cost. You reduce the dimension of the recruitment process and do not use an external recruitment organization. Your accounts will thank you!

Not only will you save money by saving time compared to external recruitment, but in addition, you will also save on:

· The publication of advertisements on various paid media (digital or not).

· The possible subcontracting to a recruitment firm.

· The other costs linked to the implementation of a recruitment campaign, which is varied and specific to each company (organization of events, management of applications, the establishment of an integration process, etc.).

The Risks Of Recruitment Errors Are Minimized.

Internal recruitment can potentially help minimize the risk of recruitment errors. From a risk point of view, we will mainly talk here about the adequacy between the values of the company and those of the successful candidate. The candidate is already in the company (for more or less a long time) and, if all goes well, it is because there is common adequacy between the two parties.

The integration of the candidate does not have to be redone. In addition, he is already familiar with the culture and values of the company, as well as its working environment and atmosphere. It is the ideal solution if your recruitment need is urgent.

Promotion Of The Employer Brand

Internal promotion is a rewarding recruitment method for the employee, but also very positive for the employer brand and, in general, the image of the company: the possibilities of development are concrete, demonstrated.

the human resources manager reveals the full potential of human capital through perfectly mastered talent management. She · he can thus communicate on these internal promotions to enhance the recruitment policy.

Being able to take on new responsibilities strengthens the employee's sense of belonging and gives wings to their motivations.

From the trust that is placed in them, they emerge grown and motivated, developing skills and sharpening certain skills.

The Drawbacks Of Internal Recruitment

While the internal promotion has many advantages, certain disadvantages can arise and become major sources of inconvenience. Of course, internal recruitment also has certain limitations. Here are the main disadvantages of this type of recruitment:

You Will Not Necessarily Have The Right Profile In The Pool Of Your Employees.

Even if the profiles match, there may be a lack of skills, especially for career development. For example, an excellent maintenance technician will not necessarily have the skills required to take on a maintenance manager position.

Bad Impressions Internally

Indeed, a bad climate can set in if the reasons for the promotion are not obvious or if it was obtained by favoritism, it is imperative to respect certain equality of opportunity and development within the organization. a structure, for both women and men, based on objective criteria, while applying principles of transparency.

An employee who feels unjustly wronged may adopt demotivated, or even demotivating, behavior.

This can hinder the proper functioning of the organization and the company could, in time, lose a good non-promoted element that would have found greener grass elsewhere!

An Investment In Time And Training Budget

In some cases, the person recruited internally must undergo specific training before taking up their new functions, armed with all the necessary skills: this state represents additional costs, with time and a training budget to be devoted, attributable to the company.

Upgrading the skills, particularly technical skills, of a motivated and experienced employee remains possible, but will also entail additional costs.

Less Choice Among Talent

In very specific situations, the internal recruitment method may not be suitable because the right profile is not necessarily present in the company's pool of employees. A profile may be available, but lacking in skills, such as an evolution to a managerial position example.

Thus, the company must sometimes think of turning to the outside to recruit a profile capable of bringing a new vision, especially if the organization is stagnating and struggling to renew its ideas ... or its competitive advantage.

In certain cases, the obligation of internal recruitment exists by competitive examination. This is the case in the public service for the civil servant or in the hospital environment, and more generally that of health where the medical staff must be highly qualified.