2.1(a) Internal recruiting

If you are able to fill the vacancy from internally, you may end up with the final vacancy falling to an entry-type position. In many instances this results in a domino effect for promotions and as such can have significant motivation benefits.

Internal recruitment activities of this type require that the HR department knows the business well. This is often achieved these days by having a representative of the HR department involved closely with one department or business unit- eg by joining their management meetings. It will also be useful to have immediate access to relevant staff information through effective use of the human resource information system (HRIS).

By the use of the intranet, vacancy bulletins, career opportunity newsletters, direct mail and special announcements, staff can be kept informed of internal opportunities. As with any other recruitment strategy, you will need to be clear about the competencies sought, the job notice content details and reply periods, as well as assurance that all employees are aware of the process and the procedures to be followed. There is obviously potential for EEO-related issues and general grievances to arise here!

Does your organisation have a policy about recruiting from within?