When we have a vacant position available, many times, we forget that there are people within the team who could fill it. Until now, internal recruitment has been the great forgotten.
Most of the collaborators leave the job because they do not see opportunities for growth, they feel that they have reached the ceiling and must look elsewhere if they want to continue evolving professionally.
As a talent management area, it is necessary to think and understand that the team needs career plans in order to continue contributing their knowledge and skills to the company.
Internal recruiting has become a great solution for redeploying talent and keeping it motivated.
What is internal recruiting?
Carrying out an internal selection process is, as its name indicates, opening an application and that employees of the company itself apply or are encouraged to participate in that recruitment.
It is usually a good way to recognize the work of the leaders, since sometimes the idea of thinking of a person is proposed by their own boss. Although it can also occur on their own initiative, it is a clear sign that this collaborator needs to evolve within the company.
As recruiters we must bear in mind that the process must be done objectively and valuing all candidates equally.
Sometimes there are companies that also open this internal process to the rest of the candidates, in this way the position is filled with the person who best fits the profile.
Steps to do it
We have commented many times that it is important to communicate the processes to the teams, since they can recommend us to someone and even help make the vacancy viral among their friends and acquaintances.
To carry out an internal recruitment it is necessary to publish the vacancy and share it with the entire team and its directors. To do this, you can use the usual communication channels such as emails, intranet, company chat, etc.
Many companies go to the leader first to find out if it is good to propose or not. If you have never done so, you will need to encourage employees, and their bosses, to come forward if they think they are a good fit for the position. In this case, there can be a conflict of interest, since there are managers who do not want to lose their best collaborators, but therein lies the magic of organizational culture and values.
If the company is committed to the growth of its members, managers must do the same. Sometimes it is better to keep that person than not to lose him in other companies because he did not know how to find new challenges for him.
Once the vacancy is shared, it is explained how the process will be, the expected times and also the resolution day. If interviews are assigned, the internal candidate may be absent from their position to carry them out, or the manager will assign a time that fits into the agenda of both.
Once the process begins, we must treat all candidates equally and take into account the candidate experience they have during recruitment.
In this case, the Candidate Experience will also be part of the Employee Experience, so it is necessary, as always, to make sure that they feel good, that they are well treated and that they are communicated each new step they must take in the candidacy.
You need to talk to them about the responsibility of the new position, the tasks they will do, and which team they will be on.
If at the end of the process you have not been chosen, it is necessary to tell you why, give you feedback on what we think you can improve and if there are possibilities that the company will help you in that growth and those needs that have been seen during the selection.
On the contrary, if the result is positive and ends up being the chosen one, we must communicate it, congratulate him and give him some time to meditate on it. In this case, once this professional change in the structure of the company has been confirmed, the protocol will be implemented so that they transfer their tasks to another person and the day on which they will assume those of the new position.
In this second part of the process, it is necessary for you to have a meeting with your previous boss so that the new rules of the game are established and a consensus is reached for the transfer of functions.
Commitment and loyalty
These types of actions are a great incentive for employees and also help attract new talent.
If in the position or interview you say that there are possibilities for growth and put real examples, it will give credibility to your words and the candidate will see that this company will be part of their long-term career plan.
For employees themselves, being able to participate in internal recruiting will help them to have long-term motivation, reduce churn, and encourage engagement.
If someone helps you keep growing, educating yourself and gives you opportunities to show it, it is clearly a great place to work.
Don’t overlook the need for people to keep challenging themselves and keep internal candidates in mind when there are new openings. This action may lead you to improve various KPIs in the area such as retention, motivation, employer brand reputation and the creation of an ambassador program. In addition to ensuring that the relocated person knows the company, the culture and the ways of the company, so it is logical that they can begin to see positive results quickly.
There is nothing more tempting than knowing success stories from the company you are applying to.
Keshav Encon, One of the best Overseas Placement Services providers in India.