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When you’re looking to fill an open role, internal recruitment means turning to your existing team first. Rather than posting that job opening to the outside world, you’re tapping into the talent you already have on board—the people who know your company inside and out, understand how things work, and have skills that could translate perfectly to a new position.
In this post, we break down internal recruitment, including best practices, advantages and disadvantages, policy and process design, and how to track outcomes.
What is internal recruitment?
Internal recruitment is all about recognizing that your current employees are often your best candidates. They’ve already proven themselves in your environment, they get your culture, and they’re familiar with your processes and expectations. Plus, they’re invested in your success because they’re already part of the team.
Think of it as shopping your own closet before heading to the store—you might already have exactly what you need, and it’s probably a better fit than you think.
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