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Home » HR Processes » Recruitment and Selection » Successful Internal Recruitment

Successful Internal Recruitment

The Internal Recruitment is one of the basic HR Processes required by the employees and managers. For the employees, the Internal Recruitment process can offer more career opportunities inside the organization and for the managers can offer a delivery of skilled and oriented employees for their vacancies.

In case, the Internal Recruitment Process is well managed by the HRM Function, it can offer many opportunities for both sides of the clients of the process and can improve the overall satisfaction with the services provided by HRM Function.

The Internal Recruitment Process also brings a huge workload to the HRM Function as all the candidates for the positions have to be managed and communicated with clear and strict Roles and Responsibilities in the Internal Recruitment Process.

Internal Recruitment Process

The implementation of the Internal Recruitment Process is easy and can be seen as a quick win. The most important part of the process is to define clearly the conditions for the Internal Recruitment.

Many employees can change themselves into tourists inside the organization and they can benefit from unclearly set rules for the Internal Recruitment Process.

The HRM Function has to define the following rules. The rules must be adjusted to the needs of the organization, but the following criteria has to be considered:

Conditions for the applicant

The conditions for the applicant have to be agreed by the management of the organization. The management has to agree with the minimal length of the employee, the length of the stay at one position and about other criteria. Also the performance evaluation has to be considered in the final decision process as many unsatisfactory performance evaluated employees can apply for a new position and there must be clear guidance for such circumstances.

Conditions for the management

The manager has to be aware of his or her role in the Internal Recruitment process and has to agree with the limitations put on him or her in the selection process. The manager has to agree not to steal the best employees from other manager. The current manager has to agree to allow the employees to apply for the new position and the timeframe for the transfer from one position to another.

Conditions for the HRM Function in Internal Recruitment Process

The HRM Function has to act as the facilitator and navigator. The Internal Recruitment Process can bring huge conflicts among the managers and can have an impact on the corporate culture hardly.

The HRM Function has to be clear about the communication of open positions and when the current manager has to be informed about the potential candidate from his or her team. In case of the issue, the HRM Function has to be able to act as the facilitator between the managers to find the solution, which will not affect the performance of teams and individuals.

The Internal Recruitment Process Pitfalls

The Internal Recruitment Process is about clearly set communication channels and Roles and Responsibilities in the process.

The HRM Function has to agree the rules for the process and has to stick to these rules. The break of the rules will always be seen as an unfair game from the HRM side and it will be returned in the final evaluation of the performance of Human Resources.

In many cases, the strict communication is very hard, but the HRM Function has to demonstrate its role in the corporate culture. The only strict definition of roles and responsibilities can help.