Internal Recruitment in Recession

The internal recruitment is a very useful HR Tool in the recession. As the company needs to cut jobs, the best talents in the company can be offered new challenges and new job opportunities. But the internal recruitment has to be carefully managed and monitored by the HRM Function.

The internal recruitment has to be managed, as the managers are not taken as the hostages of the employees. The company has to define the set of the job vacancies and the employees can compete for the defined job positions. Just in the case, the suitable candidate is not found internally, the company can decide about the cancellation of the job vacancy or it can find the job candidate on the external job market.

The internal recruitment cannot safe all the employees, but the internal recruitment can save the employees, who want to get a new job challenge in the organization. As the internal recruitment process in the recession can be overcrowded process, the HRM Function has to be prepared to manage the whole process transparently and openly. All the applications should be managed and the employees have to get a feedback from the job interview and they have to know the results of the job interview.

The HRM Function has to design a temporary and robust internal recruitment process and all the applications have to be carefully recorded, as the employees cannot complain about the mess in the whole process. As the employees are nervous, the proper process and a good communication are essential for the success.

The internal recruitment process can help the organization to strenghten its skills and competencies in the recession as the employees move to the better job positions.