Have a position to fill and not sure if you should recruit internally?
It’s important not to rule out internal candidates for new job opportunities. While you’re trawling resumes, you could have your next superstar right in front of your nose. But internal hiring can be complex, so it’s important to weigh up your options.
Read on for our pros and cons to internal recruitment for everything you need to know.
Advantages of Internal Recruitment
Here are the pros of internal hiring.
What is internal recruitment? It’s where you hiring a candidate who already works for you for a position…and it could save you time. The internal recruitment process is simpler because:
You already know the candidate
They already know the company and values
You know they fit in
You may even already know who you want in the role
There’s less time advertising the role, looking through resumes, and conducting interviews.
It Costs Less
You don’t need to worry about agency or advertisement fees either. The internal candidates also will see a promotion and positive and exciting. This means they’re less likely to haggle on salary and benefits, saving money here also.
You already know the candidate and how they perform at work. Other managers and staff can vouch for them, as can their work record. This takes a lot of risks away from hiring the wrong person.
Improves the Employer Brand
When you do need to hire an external candidate, you can show there are opportunities for progress. People are looking at their long-term future and values, they want to know they can move up the ladder.
Boosts Employee Morale
Knowing they can work for promotions will make staff feel valued, engaged and happier. They want to know their hard work and loyalty have rewards. If you don’t let them grow, they’ll move to an employer that does.
Disadvantages of Internal Recruitment
Now let’s look at the downsides…
Potential Internal Conflict
While employees like to have the promotion chance, it could hurt those who don’t get it. You might have someone in mind, but others will apply when you open it up.
If someone else gets the job, or they feel like they didn’t get a fair shot, they could feel shunned. There may be talk of not feeling valued, or even ‘favoritism’.
Others Might Not Respect Your Choice
Consider your choice candidate’s current position in the team. Especially, if you’re conducting an executive search, or looking for management.
Do the other staff members like them? Are they respected? Will people listen to them? Sometimes people have the skills, but can’t command the respect those positions demand.
It’s Not Always Better the Devil You Know
Sometimes you need to bring new people into your business. They shake things up and bring new, fresh ideas to the table. If you think your company is starting to stagnate, bring in new blood.
Promoting an internal candidate isn’t likely to change anything in that regard. Plus, you could end up hiring the perfect person to take your business to new heights.
You’re Hiring For Two
So, you’ve promoted your internal candidate, but who is going to do their job? You now need to hire their replacement to fill that role which is empty. With this comes the fact you now need to train two people too.
If the internal position was a senior one it could be worth it. An internal candidate knows your business inside out. If it’s the same or similar level though, it might be easier to hire one external candidate.
Internal Recruitment vs External Recruitment – What You Need to Know
There’s no right or wrong answer when it comes to if you should carry out internal recruitment. It’ll depend on the role that is up for grabs and who the internal candidates are. But, before you look for talent elsewhere, make sure you’re valuing the talent you already have.
If you found this article helpful, check out our other posts for more.
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