In our previous article, we discussed internal recruitment and its advantages and disadvantages. In this one, we will cover five examples of internal recruitment methods.
Internal Recruitment Overview
What is internal recruitment?
Internal recruitment is the process through which you hire your employees for another open role within the company.
Why is it important?
You should consider internal recruitment due to its vast advantages to the company. You save time and money through internal recruitment since all your efforts are focused internally.
Moreover, it is a great way to boost engagement and increase the morale of your current employees. It also helps you create growth journeys that become attractive to people outside your organization..
How is it different from other types of recruitment?
There are 2 types of recruitment: internal and external.
The external recruitment process focuses on attracting potential candidates from outside your company: LinkedIn, job fairs, job platforms, etc.
The main difference between internal and external recruitment is that internal recruitment focuses on a group of talent you already have: your employees. Moreover, internal recruitment is best suited for roles you need to close immediately and when you need to save time to learn.
Examples of Internal Recruitment Methods
We want to share with you 5 examples of internal recruitment methods you can use in your company.
Method 1: Promotions
One of the most used internal recruitment methods is promotions. When you have a performant team member and want to keep him close to the company, you offer him a promotion. You give him more responsibilities, a different name role, and also increase his salary.
This method helps increase engagement and trust between the employee and the company.
However, pay attention to one thing. Don’t forget that extra responsibilities mean that you will stretch your employee’s comfort zone to the maximum, and he will need your assistance. Create a transition plan for him before proposing the promotion package.
Method 2: Transfers
Another internal recruitment method is transferring an employee. This means that there is a geographic relocation of your talent. Most companies use this method when they open an office in another country or city and need someone who knows the company’s culture and objectives to set the ground.
Also, consider this method when your employee changes his home base and needs to be closer to the office.
This type of transfer can be for a short or extended period, such as 1-2 years.
Method 3: Reorganizations
Businesses are constantly moving, changing, and trying to adapt to the world we all live in. These changes sometimes lead to reorganization inside the company. People previously in a specific role are now asked to transition towards something more suitable for the new company setup.
You may have heard of transfers from Payroll to HR specialist and HR recruitment. This is one example of this type of reorganization.
Method 4: Role changes
Have you ever had a colleague that started as an HR professional and moved towards doing Product Management? If yes, you just witnessed an internal transfer. Companies use this internal recruitment method when employees evolve, outgrow their current roles, or want to try something new.
Method 5: From collaborators to full-time employees
Lately, many companies have worked with freelancers on different occasional projects. One of the methods that you can use to foster this collaboration and develop your team is to propose these collaborators a full-time partnership. You are recruiting people that already work for you and understand your company.
Do you already use these methods?
What else do you use?
Internal Recruitment Methods FAQ
What are the common types of internal recruitment?
There are five common internal recruitment types: promotions, transfers, reorganizations, role changes, and collaborators becoming employees.
Which is the best internal recruitment method?
The best and most widely used internal recruitment method is promotions.