Answer:
Advantages of Internal Recruitment
There are many perks to looking to your existing talent first. From money savings to employee engagement, here are some of the positives you can expect from the internal recruitment process.
1. Reduces Time to Hire
Compared to external recruitment, which requires you to start a square one with fresh faces that you know nothing about, you’re already familiar with your internal candidates. This allows you to skip many of the steps of full life cycle recruiting, including external job postings on job boards and elsewhere, and the evaluation process.
You also already have access to their pay history, past performance reviews, and background checks. With fully vetted candidates who are familiar with your company culture, you save time and can get your positions filled quickly. And you can do it without much of the training and onboarding of a brand-new hire.
2. Shortens Onboarding Times
Unlike an outside hire, you won’t have to spend months explaining how payroll works or setting employee behavior expectations. Your internal hire already knows the overall company rules and fits in well with the culture. They’ve made connections, too, so you won’t have to spend extra time helping them form relationships. Even if the role is brand new to them, they understand its place in the larger picture of your business, because they know your business.
3. Saves Money
What happens when you reduce time to hire and shorten on-boarding times? You save money. In addition to resources saved on finding and training staff or hiring managers, you cut back on cash used for things like using outside recruiters, conducting external recruiting, attending job fairs, and running background checks. If you factor in that many internal employees are up to speed on their new jobs and producing faster than new hires, that’s an additional value you can add to your bottom line.
Another great way to recruit talents efficiently is by hosting a LinkedIn Party. The concept is simple: Invite employees to a gathering of some sort. It can be as simple or elaborate as your timing, resources, and budget allow. But at a minimum, consider offering drinks and snacks.
During the gathering, each attendee signs onto LinkedIn and contacts friends, acquaintances, and former coworkers that may be relevant candidates for your open positions.
This party helps spur a concentrated effort of sourcing — and it provides a fun environment for employees to spend time together. Pro tip: Consider offering a prize to the employee that reaches out to the most people during the party.
4. Strengthens Employee Engagement
Do you know what happens when word gets out that a company is looking to hire within? Employees get excited about the prospect of a future of career growth. When investing in people becomes part of your brand, good things happen. It creates positivity in the work culture and sends a message to those outside of the company that working for you has long-term benefits.
Employees who know that they will be prioritized over outsiders will trust you. It’s a morale booster that can improve employee retention and create a loyal workforce.
