Internal recruitment methods can save you time and money when you want to fill a job opening.

Is there a best internal recruitment method?

Here are BrightHR's suggestions for you:

  • Promote a current employee to a higher role.
  • Offer a temporary employee a permanent contract.
  • Advertise within your business to encourage employees to apply for the vacant position.
  • Hire a retired employee into a freelance or part-time position.

Promotion

Sometimes when you’re looking to hire for a new role, your best candidate is already on your staff, just waiting for a promotion.

For example, if you want to add a new supervisor to your team, have a look among your current staff. Does anyone have the blend of experience and leadership that they would need when stepping into the new role?

And is their performance record an example that you want the rest of your staff to follow?

Creating a shortlist at this stage is a great idea.

In order to increase your knowledge of a candidate's suitability, you should sit down with your other management such as line managers, team leaders, supervisors, and anyone else in a leadership role who would have more knowledge of the candidate's performance, results, work ethic, and attendance.

It's also worth establishing whether each candidate has the hunger for the responsibility that comes with a higher level position. Some employees reach a certain position and are content to remain there.

Advertise the vacant position to your employees

Advertising a job position through internal channels could motivate any staff who think they have a chance of getting the job to work harder to prove themselves. By raising their efforts, their results will often improve, too—not a bad side effect.

Here are some of the ways you could advertise to your own staff:

  • Circulate the job opportunity in a 'News' email.
  • Keep an updated Jobs/Careers section on your company intranet.
  • Post the job on your corporate website if you don't have an intranet.
  • Pin the job ad on your company noticeboard. Make the ad eye-catching.

Make sure it’s clear whom staff should contact if they want to apply for the role.

If you are going to open the position up to internal applications, you should approach hiring for this role just like if you were trying to attract outside talent.

Namely, you should write a detailed job advert focusing on these:

  • The job role and its duties.
  • The level of experience sought.
  • Any certifications that would help the candidate.

Since you are hiring within your current team, you should make it clear whether you will be offering any training. This decision will affect your shortlist.

From temporary to permanent

One of the most common internal recruitment techniques is upgrading a temporary employee to a full-time position.

This might happen when your ‘temp’ proves over time that they’ve got the skills and work ethic that permits you offering them more hours, more responsibilities in their role, and the reward of more pay.

Many assistant and intern roles begin as temporary jobs before becoming fulltime hires.

Note: If you used a recruitment agency to source your employee when they joined as a temporary hire, the agency might have included a ‘contract conversion’ fee in their terms of business when you used them.

Hire a retired employee in a freelance or part-time position

This recruitment method is one that bosses sometimes overlook..

But it shouldn't be.

Retirees often possess high levels of professionalism.

They've got years of experience behind them. 

And they will require less training, especially if they retired recently and are technologically savvy.

Bringing in somebody who has a wealth of experience, whether in an intense role or something more akin to consultancy, can raise morale in your workplace because other staff feel the effects of a knowledgeable colleague.

Retirees will often agree to part-time or freelance arrangements, which means you won't have to pay a full-time salary. This method could, therefore, be cost-effective.

Make your employees aware of progression opportunities in your business

The pool of talented candidates across many trades grows each year, but so does the number of firms that want the best staff. So what can you do to thrive in a competitive market?

Offer your staff career progression. Give them a reason to stay with you long-term.

Jobs with progression paths are more likely to attract candidates who will help your business now and in the future.

Do this and as their skills and their experience increase, they won’t be worried about job stagnation.

Treat an employee’s first position with you like they’re standing at the bottom of a career ladder.

Outline what they have to do to climb it (a development path), but also why they should climb it—what is the reward on each rung?

Should you be offering commission? Bonuses? A company car/phone/laptop?

If you’re unsure what a competitive reward package is for the job role you’re trying to fill, go online, visit a job board, and do your research.

If your competitors aren’t offering these extra incentives, you could set the trend.

Rewarding great performance will increase your staff retention rate.

Retaining your best workers is crucial to growing your business.

The advantages of internal recruitment methods

So, what advantages come with hiring one of your temporary workers full-time or promoting someone into a higher-level role?

  • Your worker knows how your company operates.
  • They fit into your workplace culture.
  • Day-to-day tasks in your business are familiar to them.
  • They know their co-workers already.
  • You trust them as a member of staff.

Of course, you can’t solely rely on hiring from within—your numbers wouldn’t grow.

But by encouraging a culture of progress and opportunity through hard work, you will motivate your current staff and give external candidates more reason to want to join your business.

To compare the best recruitment methods, read our guide to external recruitment methods.

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