# 1 - Using Generic Job Listings
Job listings cost time and energy, so you may be tempted to use one job posting for both external and internal hires. But this, alone, could stop countless internal candidates from applying.
After all, an external job posting will typically include generic information, with little facts about things like the name of a managing department or a specific contact number. Applicants for generic job postings on sites like Indeed will also need to apply using generic processes, such as sending in a CV. All of which can feel like a waste of time for internal candidates who have already proven their worth.
By instead creating separate internal job postings, employers can offer far more specialist internal information, such as things like a manager’s name and contact information, and also specific internal application processes. These will show that you value internal recruits and that you’re willing to make the application process as simple as you can for people who have already proven things like reliability and skill set.
# 2 - Keeping Quiet About Internal Roles
Studies reveal that 50% of workers in the UK are currently seeking new employment opportunities. Yet, only 52% of candidates are aware of internal postings. Worse, unlike external candidates who are actively seeking these roles with nothing to lose, internal applicants may not express their need for a new challenge for fear of things like retribution from their managers or team.
To overcome this mutual secrecy, managers need to be more transparent about things like advancement opportunities, and even roles elsewhere in the company. Of course, to some extent, there is a risk of losing quality employees from certain roles when you do this. But, considering so many employees in the UK right now are seeking alternative employment anyway, this may end up being a great way to keep hold of crucial talent that you’d lose otherwise.
Some of the best ways to get the word out there about internal recruitment include –
- Regularly updated internal job boards
- Incorporating internal opportunities in daily meetings
- Emailing internal listings to suitable candidates
# 3 - Failing to Offer Encouragement
Only 17% of employees feel that their managers facilitate internal applications. This can significantly impact how many suitable internal candidates consider each role. And, it’s an issue that you should negate by instead offering proactive encouragement to internal recruits.
After all, the ability to pick from suitable candidates who have already harnessed crucial skills within your company is the best benefit of an internal recruitment drive. Instead of leaving your employees feeling as though it’s impossible to apply, you should offer active, enthusiastic encouragement.
In particular, it’s worth considering candidates with the right skill set and personality, and approaching them directly about the possibility of applying. This way, you can ensure top talent while also significantly bolstering a company culture where your employees feel seen, appreciated, and supported.
# 4 - Assuming you Know Everything About Internal Candidates
It’s not unusual to assume that you can skip things like interview rounds or crucial questions because you already know an internal candidate well. But, as well as leaving you open to accusations of nepotism, skipping these steps can see you missing skills that either leave you overlooking an internal candidate, or hiring an unsuitable internal prospect.
Instead, you need to remember that this is an entirely different role to whatever that person has performed before. To make sure an internal candidate possesses the right skills and personality, you need to create a candidate profile just like you would with an external hire. In this, you should document things like multiple interviews, applicable skills, and employee referrals. And, you should return to all of the things to make the fairest, most fact-based employment decision possible.
# 5 - Ruining Existing Relationships
It’s entirely acceptable to give a blanket ‘no thank you’ to an external applicant even after a few interview rounds. Yet, doing the same with internal hires could ruin vital working relationships.
Of course, not every internal applicant will be successful, and they’ll know this going in. Still, these are people you work with closely, and should have a level of respect for. So, keep them fully up-to-date with ongoing communications that let them know –
- Where you are in your deliberation process
- Whether they’re successful
- Why you haven’t chosen to move forward (if not)
That way, even if an internal candidate isn’t successful on this occasion, they’ll feel respected, coached, and more willing to stick around.
Hit The Right Note With Internal Recruitment Drives Using HireHive
The benefits of internal recruitment drives speak for themselves, but employers right now are struggling to get this process right. This can result in more expensive employment and a lacklustre company culture.
HireHive offers a solution to those problems, with a complete recruitment platform that’s well-suited to every element of internal employment drives. From easily shareable, fully-hosted job postings complete with the ability to customise internal applications, to complete candidate profiles and assessments, HireHive can help you to get every element of internal recruitment right.
Simply start your free trial of HireHive to enjoy these capabilities and more today.
