In my time as a journalist, internal recruitment was common. We regularly recruited journalists and photographers from across the country to work with the team.
This type of internal recruiting isn’t just common in newsrooms. Many companies recruit from their existing roster of employers rather than recruiting externally.
If you’re considering an internal recruitment strategy, see below to see if it’s the right move for your business.
What is internal recruitment?
Internal recruitment is when a company looks to an existing employee to fill a position or role. External recruitment occurs when a company seeks candidates who are not currently employed by the company.
Internal recruiting can feel like getting promoted to a new role or taking a lateral step into another department.
In addition, a company may choose to open a job posting only to internal applicants or may do so temporarily before opening the position to external candidates. On average, the cost of hiring someone is around $4,000. smart recruitersBut the cost of hiring internally can be much less.
This saves time and money – and also ensures that people within your organization have the upward mobility they desire.
In other cases, internal candidates may apply for open positions, but recruiting efforts may be focused on external candidates. This may be due to lack of interest in the posting among the current employees or may be due to the desired skill set not being present internally.
according to us marketing leadership survey, 46% of marketing leaders say their company has decreased recruiting efforts in 2022 and 34% say their business has paused recruiting efforts in 2022 due to the prospect of a recession. With this in mind, we may see a rise in internal recruitment as companies look to save money.
4 Methods of Internal Recruitment
As mentioned earlier, a promotion involves moving an employee to a higher position of seniority in which he is given more responsibility and higher pay.
For example, when the lead news director in my newsroom took a job elsewhere, the assistant news director was recruited internally to fill the role.
A transfer occurs when an employee remains within the company but moves to another location.
For example, the station I used to work for was owned by a company called TEGNA. TEGNA has multiple television stations across the country, and it was common for reporters at my station to relocate to other TEGNA stations in a different city or state while maintaining their same roles.
Relocation is often the result of a change in business needs or an employee’s desire to make changes, such as working closer to family or living in their desired climate.
It is normal for businesses to grow, change priorities or merge with other organizations. In these cases, reorganization may occur. This can take the form of transferring employees to other teams or leadership who can work to meet increased demands by taking on fewer administrative duties and working directly with employees.
An example of restructuring happened back in 2017 when Dow Jones announced that its flagship publication, wall street journalWill be restructured to shift its focus from print to a digital strategy.
New jobs were created and staff were reallocated to new roles that focused on the publication’s digital presence and goals.
4. Role Change
Typically, a role change is not a promotion. In this case, an employee may be recruited later, meaning they retain the same level of authority but are working in a different role.
This is a great solution if an employee is showing skills and interest outside of their current role.
An example of this happened when a television producer at my former TV station showed immense talent for creating content for the station’s website and social media.
When a digital producer role opened up, that television producer was selected and made a lateral move from television producer to digital producer.
What Marketing Leaders Are Looking For
according to us marketing leadership surveyTop skills marketing leaders are looking for in candidates:
- social media Marketing
- data analysis
- people Management
- strategic planning
One way internal candidates can stand out is by presenting a strategy on how to pivot during major events like COVID and the recession. This was the biggest challenge facing marketing leaders in 2022, according to our surveyAnd any candidate who helps in this endeavor is sure to stand out.
Additional key attributes marketing leaders are looking for include:
- Clear understanding of the company’s target audience and its products
- Ability to think strategically in both the short and long term
- industry expertise
- Knowledge of trends and interest in spotting them
what about visibility? our survey Shows candidates looking to make a mark with marketing leaders can:
- Stepping into leadership opportunities – This may look like leading a project or proposing a new initiative.
- Aligning marketing activities with company-wide goals – Assuming your company is working on growing upmarket, your next marketing proposal should incorporate this and work toward this goal.
While these tips can apply to both internal and external candidates, internals definitely have an advantage because they know what their leaders are working towards and adjust their approach accordingly.
Legal Implications of Internal Recruitment
Regardless of the method of internal recruitment, employers must create a policy that is fair and equitable to internal applicants, according to Human Resource Management Society,
In this policy, clear expectations should be established for employees wishing to apply. These expectations must be consistently enforced and communicated effectively throughout the company.
It’s also important to remember that federal law prohibits employment discrimination on the following grounds:
- use of family and/or medical leave
- genetic information
- military service
- national origin
- gender, gender identity and/or sexual orientation
3 Benefits of Internal Recruitment
1. Talent Retention
according to us022 Marketing Leadership SurveyThe second biggest challenge marketers are reporting facing is hiring top talent.
In such a situation, retaining top talent will also be a priority. Hiring internally will allow high performers to advance within the company (motivating them to stay longer as well as showing others opportunities for growth).
2. Cost Effectiveness
In 2022, cost-cutting was a major concern for brands going through the recession. In 2023, this is expected to continue.
according to us marketing leadership survey42% of marketing leaders say the prospect of a recession has affected their hiring plans in 2023. More than half of them (54%) plan to reduce recruitment efforts.
This makes room for more internal recruiting, which eliminates costly job board fees, time-consuming rounds of interviews, and costly background checks.
3. Shorter Learning Curve
Chances are that someone you hire internally will already have a solid understanding of the company’s culture, practices and procedures, thus reducing the time it takes to get used to the new role.
3 Disadvantages of Internal Recruitment
1. Workforce Gap
When a position is filled internally, you are moving an employee from one role to another. This effectively closes one gap but creates another that needs to be filled.
If the role has been deemed redundant, this works well but it is important to ensure that their previous responsibilities have been absorbed by someone else.
One advantage of hiring externally is that employees from outside the company can bring unique perspectives and innovative processes to drive the company forward.
This can be contrasted with internal hires who are likely to operate using the same processes and ideas that they have been using throughout their time at the company. A lack of fresh perspectives and ideas can create stagnation in the workplace and hold a business back from its competitors.
3. Skill shortage
With internal recruiting, there is a chance that your current roster of employees may not have the right set of skills for the position you are looking to fill.
And while internal hires generally require less training than external hires, you can risk spending more time and money if they don’t have all the qualities to be successful in their new role.
In those cases, it may be better to recruit externally to find a candidate who already has the required skills from previous experience.
So, Is Internal Recruitment Right For Your Business?
Ultimately, there are many factors that determine whether internal recruitment is the right choice over external recruitment. If your company has a position to be filled and you have one or more employees who could be successful candidates, recruiting internally can be a timely and cost-effective option.
However, if your current staff doesn’t seem like the right fit, or you’re concerned about limiting your candidate pool, it won’t hurt to expand to external recruiting.
Editor’s note: This post was originally published in March 2022 and has been updated for comprehensiveness.