Tips for better internal recruitment

Sommaire:

1. Advantages of internal recruitment
1.1 for the company
1.2 for the employee

2. Tips
2.1 Preparing for the interview
2.2 Ensuring a smooth transition
2.3 Staying professional
2.4 Keeping track

Since the early 2010s, companies, and HR departments in particular, have begun to realize that internal recruitment is not just a possibility, but a real asset. Doing so has many undeniable advantages for both the company and the employee. However, this internal movement within a company can be complicated. There are a number of things to follow to ensure that the transition goes as smoothly as possible, and is best suited to the working methods of both the company and the employee. If this recruitment is unsuccessful, it can become a 'double loss' for the company, which then needs to find two replacements.

1. Advantages of internal recruitment

‍1.1 For the company

Internal recruitment has considerable advantages, including lower recruitment costs. Indeed, according to Hays, the average cost of recruitment campaigns is around 45,000 euros. What's more, it saves a great deal of time, since there's no need for onboarding (the employee already knows the company's values and culture). There's also a reduction in the risk of bad hires, which can be very costly for a company, not only in terms of finding a replacement, but also in terms of repairing any "damage" caused by this individual. A final advantage is the reinforcement of an employee-oriented corporate brand image. Indeed, the latter will immediately become more attractive if it is reputed to take care of its employees' professional development

1.2 For the employee

Internal mobility within a company is also something that will have many advantages for its employees. First of all, it will reinforce the sense of belonging that a certain employee may have. This feeling will lead to a greater willingness to work, and therefore a higher level of commitment than before - making them happier and more productive in the workplace, and when they go home. Another benefit is professional fulfillment. Through a career path mapped out by the company, but which remains specific to each employee and his or her skills, a real opportunity for development is created. As a result, it becomes possible to develop one's talents, nurturing the professional experience of an individual who will therefore have been able to touch on several projects, positions, or even careers in a relatively short period of time.

2. Tips

‍2.1 Preparing for the interview

The first piece of advice PALM can share with you is to prepare well for the interview with the candidate. Internal recruitment allows you to get the managers' point of view, with their personalized feedback in relation to a certain person. The key is to ensure that the interview is not based on the individual's CV or mere experiences, but more on assessing his or her understanding of the company's values and way of working.

2.2 Ensuring a smooth transition

Despite the undeniable advantages of internal recruitment, it does not avoid the need to replace the individual leaving his or her position to find another. This can be time-consuming, and may even have more serious consequences. As such, care must be taken to ensure that the transition is smooth and that the position that was held is not abandoned overnight (see Table 1 below to see the recommended breakdown)

2.3 Staying professional

The final thing to pay close attention to when recruiting from within is to ensure that you remain professional. Indeed, this type of recruitment can tend to be much more informal than one that is external. For this reason, an HR Tech tool allows you to remain neutral, by analyzing employee data without bias.
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This makes it possible to sort applicants according to their talents and experience, rather than the affinity a manager may have with one of his or her employees.