Advantages and disadvantages of internal job posting
The most typical response when a position opens up in a company is to look outside for a candidate.
When an advertisement is created and posted, it is done to make it as visible as possible among the numerous similar positions listed on job search engines.
You can acquire sponsorship services from businesses like Indeed, Infojobs, and LinkedIn and post an advertisement on significant job portals using the company’s ATS multiposting system to boost your chances of finding the perfect candidate or employing recruitment agencies.
However, internal resources are vital CV resources that businesses do not always effectively utilize.
Employees are naturally drawn to senior or managerial roles, as well as a clear career move that will allow them to expand their skill set.
Companies must implement an internal hiring procedure to access this crucial pool of individuals.
The company notice board, typically found at the office entrance or in a common area, is where we previously posted notices about these new job openings.
With the emergence of hybrid working, this system—now deemed obsolete and of little use—has been abandoned.
Nowadays, a virtual noticeboard on the employee portal, a dedicated section on the company’s job site, an internal newsletter, or a combination of these tools is preferred.
Advantages of internally posted jobs
There are several benefits to allowing employees to apply for open positions.
1. Money and time
Many expenses typical of the conventional search and selection procedure are eliminated when internal workers fill an organisational chart vacancy.
Sharing on social media, buying sponsorship services, or placing ads on all the specialised employment portals is no longer essential.
Because fewer interviews are required, and employee background checks are not required, the selection procedure is also quicker and less time-consuming.
2. Adapting to the culture of the business
It’s not always simple for recruiters to determine whether a candidate fits the company’s culture and ideals. Because of this, there are occasions when newly hired employees with the necessary talents do not mesh well with the business and begin working too soon or performing below expectations.
Internal applicants who have worked for the company for some time and are familiar with its workings do not encounter this issue.
But it’s important to remember that each department has its unique microenvironment. It is best to check whether a change in position might result in unexpected friction.
3. Attraction, engagement and retention
An organisation that extensively relies on internal promotions has a very effective tool at its disposal for attracting talent as well as engaging and retaining current personnel.
For candidates, mainly the young and ambitious, the presence of well-established and successful career routes is undoubtedly a crucial aspect of the business culture.
Employees are willing to give their all if loyalty to the company is rewarded with career advancement and, in most circumstances, do not respond to offers from other companies.
Additionally, internal promotion entails less onboarding and training so that the worker may function independently in their new role.
Issues with internal vacancies
It should be emphasised, nonetheless, that the internal recruitment process has some drawbacks and limits compared to the external recruitment procedure.
1. Adverse effects on the workplace environment
Employees may encounter internal promotions, and it is difficult to say whether everyone will voluntarily accept the ultimate choice.
Some would consider it unfair and accuse others of showing favouritism or patronage. This may harm the effectiveness of the team or the department as a whole.
Although it is impossible to prevent these reactions completely, you may strive to minimise them by utilising a selection procedure that is as open and clear as possible, based on factual data, and supported by technology.
2. Continuity of concepts
The benefit of hiring outside personnel is that it introduces fresh perspectives, ideas, and methods of operation to the business.
On the other hand, if in-house mobility is overused, there is a risk of ossifying outdated and unimprovable processes, which reduces the company’s productivity.
Therefore, businesses should promote a hybrid approach to search and selection that maximizes the benefits of both alternatives while minimising the drawbacks.
3. New job openings
Finding a replacement necessitates another time-consuming and expensive job search when an employee is promoted or transferred to another department.
However, because they tend to be junior positions, they are frequently speedier and less expensive.
KPIs for open positions internally
Considering what has been stated thus far, it is evident that an efficient internal vacancy programme can have a favourable effect on a variety of HR-related KPIs, including:
- Time-to-hire. The period between beginning a job search and hiring a suitable candidate.
- Cost-to-hire. The overall expense of hiring the ideal candidate.
- Rate of voluntary turnover. The proportion of workers who leave their jobs willingly each year.
- Rate of internal promotion. This is computed by dividing the number of advertisements by the total number of workers and serves as a helpful gauge of an organization’s capacity to provide career paths and boost retention.
How to write an internal job advertisement
Generally speaking, the same guidelines as for job adverts for outside candidates apply.
The primary distinction is that you are exempt from including a summary of the business or its culture.
Internal job postings and ATS
As was said in the first section of this essay, ATSs increase the effectiveness of the search for external candidates through multiposting.
Internal recruiters can use all the resources for internal recruitment because many ATSs also feature a method for posting jobs internally.
Ads are readily posted with one click in a designated area of the employment site that is open to employees. Then, employees can apply using a customised form that streamlines the process.
The ATS digital database, which features sophisticated screening and search options to assist quick and precise selection, adds employee profiles to its digital database.
Internal job advertisements also receive special treatment in the selection process, such as fewer interviews or skipping the background check phase.
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