The internal recruitment It is part of the activities of the Human Resources department, since it is in charge of selecting profiles for new positions among the who work within the company, which means that they are the ones who have the responsibility of recruiting internally through the ascent.
Another way is through the search, for new positions in the company selecting employees who have already had the experience of doing the same job. The first thing they should do is inform all possible vacant candidates, and then make them a deeper interview and subject them to some specific tests in relation to the position and thus choose the most skilled.
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In this article you will find:
Types of internal recruitment sources
At the time of perform internal recruitment selectioncan be done in a number of ways. Among them we are going to mention the most relevant:
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Talent base
This type of source is based on a methodology that looks for a candidate among all those who previously showed interest in working for the company. To choose the best profile, the corresponding filters must be taken into account, with this, the initial steps in relation to the search process can be avoided.
Referral program
It is about direct communication with employees, who are already hired but who have the opportunity to aspire to a new position. This simple method involves workers in the search for the profile prescribed by the brand.
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One way to stimulate them is through corporate social media looking for an internal candidate. In the event that the recommendations pass into the hands of the professionals, the profile that has been selected will guarantee the appropriate one.
Union links
The company management has the collaboration of these links to transmit the offer and at the same time ask what the evaluations are. This channel is very useful to strengthen the bond with the workers.
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Rehiring
Many times the company dispenses with the service of some workers, because it no longer needed them, but by creating new jobs that must be covered by competent people, you can rehire these people who know how their good performance was within the herself.
Fellows
Above all, the company must take into account the personnel who are already working and all the collaborators who make a difference with their efficiency within the company.
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Advantages of internal recruiting sources
Among the main advantages are:
- Promoting or placing one of the workers in a new job is more reliable, since they have the necessary knowledge to carry out the position.
- The company can take advantage of the investments to train its own workers.
- It is a great savings for the company, because it does not have to carry out a recruitment process.
- It is a source that stimulates workers.
- It allows employees to motivate themselves to compete professionally.
- Provides the opportunity for workers to grow within the company.
Disadvantages of internal recruiting sources
Disadvantages include:
- When the company runs internal promotions, it doesn't give new talent a chance.
- The company runs the risk of losing the employee who has been promoted, if the position does not meet its expectations.
How is the internal recruitment process carried out?
Although these are employees who are already working within the company, it is essential tell them about the new job offers and that way all those who are interested. For this, the company has various channels such as those shown below:
Professional development and promotion plan
If the company has this type of tool, it has the possibility of knowing through the information collected, of all trainings, performance evaluations, surveys and expectations about the most appropriate candidate for the post.
Referral program
Since the company already knows the candidate, another way to select them is by allowing them to managers and middle managers, promote all workers they consider appropriate for the job. post.
Dissemination of the charge by email
The company can send a circular, to inform all its staff about the selection process and participate in the requirements they need in case they want to participate in the selection of new positions.
Posting of new positions in the notice board
This is one of the most traditional methods, since all workers will be able to see the posters in the most visible places, this it especially favors those who do not have mastery of new technologies or do not have the possibility of accessing their emails electronic
Help from internal shop stewards
The company can count on the help of union representatives to transmit promotions and the possibility of opting for new job positions.
