When a vacancy arises in the company, the human resources department must start the process of selecting personnel, in order to fill the position as soon as possible. But how to choose the best methodology for this? Which would be the fastest and most efficient? What about internal recruitment?
In this text we will talk about internal recruitment and get to know all the steps, advantages and benefits that the process brings. It can be an excellent option to better take advantage of the internal professional, carry out promotions, without generating waste of time and work.
For the success of this endeavor, human resources must be prepared for internal recruitment and be careful in this type of hiring. So to know how this works, follow this post and good reading!
What is Internal Recruitment?
Basically, internal recruitment is the process carried out by HR, where the sector will select among the professionals already hired in the company. It is a way to fill an available vacancy, taking advantage of the internal workforce.
The sector will choose the professional who will best perform the desired function, according to pre-established criteria. Internal recruitment is one of the ways to promote and retain talent.
In addition, it enables greater worker engagement and improves the organizational climate and productivity. This is because the selected worker is already familiar with the management and work methodology.
Benefits of investing in internal recruitment
Choosing to fill a vacancy with a professional already hired can bring numerous advantages to the organization. Choosing between the team can represent a chance for professional growth and development .
Also, changing areas can be beneficial for both sides. This is because the chosen worker will feel more valued, seeing opportunities for growth and development within the company.
Internal recruitment generates motivation, engagement, and improves internal relationships. Another advantage is that HR eliminates several stages of the selection process, such as job postings, resume analysis or long interviews.
So let’s get to know other advantages of investing in this type of selection.
Companies that choose professionals within their unit to fill available vacancies have immediate benefits.
One of them is talent retention. This is because the chosen worker will feel more valued, happy and motivated to occupy the new role. Interested in improving their knowledge, resulting in greater engagement.
Encouraging internal competition can be healthy for companies and employees.
Internal recruitment helps the company to better structure the desired career plan for its employees. With this, it is possible to better plan promotions and successions, enhancing leadership.
On the other hand, the worker sees that the company offers an opportunity to grow and develop professionally.
The results are positive for everyone involved, especially for HR, which can streamline the selection process, eliminating selection and hiring time and operating costs.
After all, the internal worker is already familiar with the organization’s system and the sector already has all its information. With well-defined career plans, the company is able to establish assertive and tangible goals.
The worker is able to visualize opportunities and knows how far he can go within the organization.
Cultural Fit is best known in the corporate world as the employee who fits into the company’s organizational culture. What is its degree of adequacy and alignment with internal criteria and how does it contribute to preserving the organization’s values.
All to ensure that the corporation’s goals and strategies are met efficiently and quickly. Cultural fit involves a series of factors such as values, behavior, beliefs, and even how the professional adapts to the company’s DNA.
Therefore, choosing to fill vacancies, selecting professionals from the team, speeds up this process and facilitates the adaptation of this worker to the new role.
Discover the types of internal recruitment
Although it seems simple, the internal staff selection process can be carried out in different ways. Once the vacancy is released, human resources will be able to better structure the form of selection that will best adjust to internal recruitment.
All in accordance with the determinations and objectives of the head of the department in question. Available vacancies can be filled by professionals from the same or another sector.
By opening the internal selection, all employees can participate in the recruitment or not. HR can also choose to delimit internal recruitment by departments.
So let’s get to know the most common types of internal recruitment among the corporate environment.
This is the first step of any type of personnel selection. In this format, the open vacancy can be disputed among all the company’s employees.
Internal communication will be responsible for publicizing the vacancy and also on the processes for filling it. In this way, any employee who considers himself apt to fill the vacancy and assume the role, will be able to register and participate in the selective.
This recruiting format minimizes errors and reduces costs. Because HR already knows the profile, skills and competencies of the team.
On the other hand, the employee already knows the degree of challenge and the organizational culture of the organization. This facilitates their adaptation to the new role, without compromising productivity.
Promoting the worker is one of the most common ways within the internal selection process. Through very well-defined criteria, HR will be able to select the employee who best fits the new role.
The worker has the opportunity to occupy more important positions within the company’s organizational chart. A way to feel more valued, useful and needed by the corporation.
Promotions increase team engagement, promoting improvements in the organizational climate and also in professional performance. Whether individual or collective. It is an excellent opportunity for the worker to improve and grow professionally.
In this type of internal hiring, the worker can be indicated to occupy a new role. Informal recruitment does not have such a rigid format, and can also arise through informal conversations or other initiatives, without much rigor in its methodology.
An excellent opportunity for the worker who feels even more valued by the boss. He sees that his work and performance is recognized and this motivates him to work harder and better.
In this type of internal recruitment, the employee is reassigned from the sector or team. This can happen for better technical use of the employee or simply for him to change the environment and be able to better develop his functions.