Internal Recruitment
Internal Recruitment
The assessment of an employer's current staff to ascertain if any current employees are sufficiently skilled or qualified to perform required job vacancies. When a business engages in internal recruitment, a current employee might be reassigned to the new position by giving them either a promotion or an internal transfer.
Advantages of Internal Recruitment
Reduced Recruiting Costs
There are costs associated with recruiting, especially when your search is conducted outside of the company's talent pool. External recruitment fees can include advertising costs, fees paid to recruiting firms, candidate travel expenses, background checks, drug tests and sign-on bonuses. Promoting internal candidates cuts all of these fees out of your recruiting budget. In addition, internal candidates are likely not interviewing with other companies, which avoids bidding wars and means overcoming counter offers is not a concern.
Reduced Training Time
Internal recruitment greatly reduces the amount of time and cost associated with the training process. Internal candidates do not need orientation and tend to only need training on specific tasks related to the new responsibilities of the promotion. External candidates will require orientation, all-inclusive training and tend to need more time to acclimate to the company culture and operating procedures.
Reduced Risks
Hiring a new employee can be a gamble, and hiring mistakes are costly. Internal candidates typically will have an established track record with your company, documented employee reviews and a deeper sense of loyalty than a new hire. Likewise, you can be confident that the internal candidate is a good fit with your company culture if he is requesting more responsibility by means of a promotion.
Increased Employee Moral
A major factor of employee satisfaction is career mobility. Rewarding an existing employee with a promotion shows the rest of the team that with hard work, upward movement is a real
The assessment of an employer's current staff to ascertain if any current employees are sufficiently skilled or qualified to perform required job vacancies. When a business engages in internal recruitment, a current employee might be reassigned to the new position by giving them either a promotion or an internal transfer.
Advantages of Internal Recruitment
Reduced Recruiting Costs
There are costs associated with recruiting, especially when your search is conducted outside of the company's talent pool. External recruitment fees can include advertising costs, fees paid to recruiting firms, candidate travel expenses, background checks, drug tests and sign-on bonuses. Promoting internal candidates cuts all of these fees out of your recruiting budget. In addition, internal candidates are likely not interviewing with other companies, which avoids bidding wars and means overcoming counter offers is not a concern.
Reduced Training Time
Internal recruitment greatly reduces the amount of time and cost associated with the training process. Internal candidates do not need orientation and tend to only need training on specific tasks related to the new responsibilities of the promotion. External candidates will require orientation, all-inclusive training and tend to need more time to acclimate to the company culture and operating procedures.
Reduced Risks
Hiring a new employee can be a gamble, and hiring mistakes are costly. Internal candidates typically will have an established track record with your company, documented employee reviews and a deeper sense of loyalty than a new hire. Likewise, you can be confident that the internal candidate is a good fit with your company culture if he is requesting more responsibility by means of a promotion.
Increased Employee Moral
A major factor of employee satisfaction is career mobility. Rewarding an existing employee with a promotion shows the rest of the team that with hard work, upward movement is a real