Internal Recruitment Examples

Internal recruitment examples: What is Internal Recruitment?

Internal recruitment refers to filling job vacancies within an organization with existing employees. It is a popular recruitment strategy for many organizations because it can help to retain top talent, reduce recruitment costs, and promote employee morale and loyalty. The internal recruitment examples include a promotion, internal job postings, referral programs, transfers, retraining and upskilling, succession planning, career pathing and job rotation.

The internal recruitment examples have multiple benefits, including cost-effectiveness, faster boarding, and increased employee motivation and loyalty. In this way, internal recruitment examples can provide a range of opportunities for employees to advance their careers and develop their skills within the organization.

​LinkedIn's Global Talent Trends 2020 report found that employees stick around 41% longer at organizations that regularly hire from within. In addition, the study states that 73% agree that internal recruiting is becoming more important to their company, and role changes within organizations have increased by 10% since 2015.

 
A study by Lisa Shuster, a member of the Forbes HR Council, found that 49.5% of U.S. employers plan to hire from within or promote current employees to fill roles in 2023. This is mainly because of the benefits that this strategy brings. [Read] LinkedIn outlined some reasons employers seem keen about hiring internally, and by maximizing internal hiring, 63% of talent professionals say their hiring process will be faster.

Related: Talent Acquisition: Internal or RPO?​

Internal Recruitment Examples

Here are some internal recruitment examples that can improve an organization's hiring strategy:

Internal Recruitment Example 1: Internal Job Postings

Internal job postings are an excellent way to advertise job vacancies to existing employees, and it is as well one of the most common internal recruitment examples. In developing the job descriptions for these adverts, one should ensure that it is clear and concise, highlighting the necessary skills and experience required for the role. Also, it ensures that the selection process is fair and transparent, giving all employees an equal opportunity to apply.

 
Organizations can advertise openings on internal job boards or company WhatsApp group chats. This internal recruitment example allows current employees to apply for open positions before the job is advertised to the external market.

 
Benefits of internal job postings as an internal recruitment example:

• Internal job postings can help to retain top talent by providing career advancement opportunities to current employees. This internal recruitment example can increase employee engagement and job satisfaction and reduce the risk of losing valuable employees to external job opportunities.
• Internal job postings can be a cost-effective way to fill job vacancies since companies do not need to advertise job vacancies or use external recruitment agencies.
• Internal job postings can help develop employees' skills and knowledge by providing them with new challenges and opportunities to learn and grow. This can improve employee satisfaction and performance.

Internal Recruitment Example 2: Employee Referrals

​Employee referrals are another effective internal recruitment example. Companies can encourage current employees to refer qualified candidates for open positions. This is done by encouraging existing employees to refer their friends and family members to open positions within the organization. This internal recruitment example can be incentivized through referral bonuses or other rewards depending on the company's strategy.

This internal recruitment example can also increase employee engagement and retention rates as employees feel more connected to the organization.

For example, a company looking for a new software engineer may offer a referral bonus to any employee who refers a candidate who is ultimately hired. This can be a great way to tap into the existing networks of current employees and attract qualified candidates who may not have otherwise applied for the position.

Benefits of employee referrals as an internal recruitment example:

• Employees are more likely to refer candidates they believe fit the company culture and have the necessary skills and experience.
• Employee referrals can help to speed up the recruitment process since referred candidates have already been pre-screened by the employee.
• Employee referrals can help reduce recruitment costs since companies do not need to spend money advertising job vacancies or using external recruitment agencies.
• Employees who refer candidates to their company are more likely to feel invested in the organization and have higher job satisfaction.
• Employee referrals can help to increase diversity in the candidate pool since employees may have contacts with different backgrounds, experiences, and perspectives.

Related: Top Recruitment Methods to Apply to Your Business​

Internal Recruitment Example 3: Succession Planning

​Succession planning is an essential internal recruitment example that involves identifying and developing employees for future leadership roles when they become vacant. This internal recruitment example is a proactive approach to identify and developing employees with the potential to assume leadership roles in the future.

Organizations can ensure a smooth transition when current leaders retire or leave the organization by identifying potential candidates for leadership roles. Succession planning also increases employee engagement and retention rates as employees feel valued and have opportunities for career progression.

Benefits of succession planning as an internal recruitment example:

• It can help ensure business continuity by identifying potential leaders and providing them with the necessary training and development opportunities to prepare them for future roles.
• It can help improve employee retention rates by demonstrating that the company is invested in their career development and growth.
• Succession planning can enhance the employer brand by demonstrating to employees and external stakeholders that the company is committed to developing and promoting talent from within the organization. This can help to attract and retain top talent and improve the company's reputation.

Related: CEO Success Planning: What Matters Most and how to do it​

Internal Recruitment Example 4: Talent Management Programs

​Talent management is a broader internal recruitment example that involves identifying and developing top talent within an organization. These programs can include training, mentoring, and coaching, allowing employees to develop the necessary skills and knowledge for the next level.

 
By investing in talent management programs, organizations can develop a pipeline of high-performing employees, reducing recruitment costs and improving employee retention rates.

Related: What is talent management​

 
Benefits of talent management as an internal recruitment example:

• Talent management can help develop a skilled workforce by providing employees with training and development opportunities aligned with the organization's strategic goals. This can improve employee performance and productivity.
• Talent management can help increase organizational agility by ensuring the organization has the right people with the right skills in the right roles. This can enable the organization to adapt to changes in the business environment quickly.

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Internal Recruitment Example 5: Promotions

This is a common internal recruitment example where an employee is promoted to a higher position in the organization. The employee may have demonstrated exceptional performance, potential, and a desire for career advancement. Promotion rewards the employee for their hard work and helps retain talented individuals within the organization. Promoting from within also ensures the employee is familiar with the company culture, values, and policies.

Benefits of promotion as an internal recruitment example:

• When employees see that promotion is possible within the organization, they are motivated to work harder and perform better in their current roles. This can lead to increased productivity and higher levels of job satisfaction.
• Promoting from within can help retain valuable employees who might otherwise leave the company for better opportunities elsewhere. Employees are more likely to stay with the company long-term by providing a clear career path.

Related: Recruitment Methods Utilized by the World's Global Powerhouses​

Conclusion

Internal recruitment can take various forms, including succession planning, employee development programs, career pathing, job rotation, and performance management. Each method helps the organization develop and retain its top talent and build a more versatile and cross-functional workforce.

Tanyaradzwa Shava is a Talent Acquisition Consultant at Industrial Psychology Consultants (Pvt) Ltd, a business management and human resources consulting firm.
LinkedIn: Tanyaradzwa Shava​
Phone: (0242) 481946-9/481950
Mobile: (+263) 713289019
Email: tanyaradzwa@ipcconsultants.com
Main website: www.ipcconsultants.com​