How To Make Your Internal Recruiting Strategy More Effective

 Are you searching for an employee for a recent vacant post in your company? Surely you would like to recruit an experienced one. Well, have you ever considered your current employee’s profile? Maybe you already have a potential candidate under your nose and you are overlooking them.

Here comes the internal recruiting procedure with all its advantages. Before hiring the Recruiting Firms set up a hiring committee internally for internal candidates may make your job much easier. It saves both your time and money. 

There are many advantages of an internal recruiting strategy.

• It boosts up your entire workforce to do better for their promotion.

• It increases the employee’s engagement.

• It saves both time and money.

• Above all, it assures staff’s loyalty.

What is Internal Recruitment?

Recruiting staff is a vital and mandatory function of any business. It is also a hectic procedure. In internal recruitment, the company searches from their existing employees, to find a potential candidate for the vacant post. If they don’t end up matching both,   then they search outside of the talent pool and thought of Recruiting Consultancy.

With the growth of an organization, many new positions also come forth. Hence, the companies and their hiring HR departments have to pay more attention to their recruitment policies. The HR department prefers to promote their existing employees to a higher rank, rather than to recruit new people and train them for the same.

Let's talk about some points to improve the internal recruitment strategy.

• Follow some basic rules

Before thinking of recruiting internally, don't forget to make a brochure, containing the rules, eligibility, pay hyke, etc. Here, eligibility does not only mean educational and technical qualification but also their experience in the same field, and of course,  loyalty. 

Internal recruiting may awake some internal chaos. To avoid confusion, a brochure is a must. Thus everyone could know, who can apply for the post, what they have to do to apply for the post, how much salary hyke would the company give etc.

• Call for an interview for the internal candidates also.

Taking an interview is a must-do in the case of internal recruiting. As the staff is promoted to a new post, you need to know what he/she knows about the vacancy and their job responsibility. The better they know, the less you have to train them. To meet your target of saving time and money, verify their knowledge and their ability to get accustomed. It is far better than to consult with Recruitment Companies.

The interview should be taken in some stages, to avoid any internal favouritism.

• Don’t play the ‘my favorite game”

The ugliest politics of the corporate sector is ‘my favorite game’. Many managers recruit their favourite team members, though they know that they are not efficient enough. Avoid the gamble. As a recruiter, choose nutrally. By choosing the inefficient one, you indirectly do harm to your team and your company. The purpose of internal recruiting then maybe failed.

To avoid this, make a list of staff, by following the protocols. Let the list be checked by your higher authority and other committee members, then decide.

• Make the process transparent

Transparency is the key to the success of the internal recruiting strategy. In case of any new opening, circulate the advertisement internally. Form a committee for the same.  After receiving the applications, discuss with all the HR, managers and team leaders and then shortlist them. After interviewing everyone, again discuss with the committee then only recruit for the vacant post. 

Wrapping up

Internal recruitment is a  responsibility shared amongst the team leaders, managers, and HR department. They should have an eye on every staff so that they could pick up the gem amongst them.