Recruitment is never an easy job. It doesn’t matter whether we’re talking about a budding startup or an established corporation with thousands of employees. Opening a new job position is always an exciting and terrifying moment because that’s the time the ever present question arises:
Where should we look for to find the ideal candidate?
The immediate (and not necessarily wrong) answer is to look outside and start searching for applicants, advertising the opening at boards and groups. Did you know, however, that the person you’re looking for may already be part of your company?
Internal recruitment is not as common in small companies (such as startups) as it is on big ones (let’s define a big company by having more than 100 employees).
Recruiting internally is not only good for boosting morale and keeping motivation levels high, it also makes it a lot easier to ensure the ‘future candidate’ is a good match for the company’s culture (since they’re already part of it, duh!).
What is Internal Recruitment?
The term ‘Internal Recruitment’ refers to the process of identifying and attracting candidates from a certain organization to another position within the same organization. Instead of opening the position to the public and attracting random candidates some companies may choose to advertise the vacancy internally and only allow members of the staff to apply.
Internal recruitment also refers to a strategy mostly big corporations use to advertise their jobs internally. Due to the size of these companies, these job openings would otherwise go unnoticed by employees in other departments.
A while ago I worked at a large multi-national company that had a very effective internal recruitment process. Due to the fact that they had thousands of employees working at hundreds of departments all over the world, they had a board where job openings were posted internally and candidates could apply with their own company IDs.
Companies like the one I worked at can choose to allow existing staff members to apply and then, if they’re not able to find a good match within their ranks, open the job offer to the general public.
Why and when recruit internally?
Recruiting internally has a few benefits, such as not having to worry about the candidate being a good fit to the company’s culture, as mentioned above. At the company I’ve worked at, for example, internal recruitment was the best way to climb the career ladder and get hired to a higher position and, consequently, get a raise.
Internal recruitment is also normally cheaper than recruiting externally since it eliminates a few steps of the process. It can be done easily by using Pipefy’s Internal Recruitment Template, for example. You can adapt this template to your exact needs and allow all candidates to apply by simply filling up a form.
It’s easier (and faster) to hire suitable candidates from within your company. If they were already hired once, it’s very likely they already went through all the testing and vetting external candidates must go through.
If your company is not large enough, recruiting internally may come with a few setbacks such as restricting the search to this limited pool of candidates. As I’ve mentioned before, at the company I previously worked at, the job openings were presented to existing employees first and then, if they couldn’t fill the position, they’d look outside for external candidates.