Businesses that recruit from within their own employee ranks by promotions and lateral assignments help keep morale and motivation levels high. And, assuming that the internal recruitment process is successful, you don't have to worry about staff members fitting into your corporate culture. They already know the territory. Plus, the practice of internal recruiting can also be an attractive perk for external job candidates who want to work for an organization where they know they have a chance to advance or try on new roles.
Internal recruiting: drawbacks to consider
Are there drawbacks to internal recruiting? Some. The most obvious is that restricting a search to current employees limits the pool of available candidates, and organizations may end up hiring someone who's not up to the challenge of the job. Another drawback is that other important and valuable employees who don't get the job may become resentful and eventually decide to quit.
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Internal hiring: going in with your eyes open
Fortunately, defenses against the potential pitfalls of internal recruiting exist. Go out of your way to ensure that everyone understands the scope and basic duties of the job, and the internal hiring criteria you're using. You also must make sure that, whatever system you use to alert employees to job opportunities in the company, everyone gets a fair shot at vying for them.
When to use internal recruitment
By gaining solid knowledge of the advantages and disadvantages of internal recruitment, you can better understand when to look to your existing workforce to step into other roles. In some cases, hiring from within can be the best solution. Having as much information as you can helps you use the right hiring strategy for any open position that comes up within your company.
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