Internal Job Posting
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Can you internally post a job opening without negatively impacting some of your employees or departments?
How do you communicate the job correctly so that everyone understands that hiring from within is for the benefit of the company and ultimately you are all working together for a common goal, even if that means a co-worker or employee is hired by another department?
What is the proper process in posting an internal job? Is it different from the process for external job postings?
Likely, a hiring manager or HR department has asked these questions when posting a job internally. Let’s walk through them all together.
What Is an Internal Job Posting?
An internal job posting is an open job that is generally posted for employees that currently work for the company. Some companies try to mostly post jobs internally, as they would like to hire within and show their employees that there are growth opportunities and job advancement opportunities if they work hard and continue with the company. The format and details included in an internal job posting will look the same as an external job posting.
Internal Versus External Recruiting
Recruiting for an internal job can have a different approach than recruiting for an external job. For external jobs, a big part of recruiting is getting to know the candidates and seeing if they are a culture fit or not. With internal jobs, you don’t have to take as much time to figure out whether they fit within the company culture since they are already a part of the company.
One other thing to be aware of when recruiting for an internal job is to make sure to take just as much time with the hiring decision as you would with an external job. It is easy to get complacent and already know who or what you want for the job without seriously interviewing an employee you likely already know. However, you want to make sure you do your due diligence in recruiting and interview the internal employees for the job.
Advantages and Disadvantages of Internal Job Postings
When posting jobs internally, it is important to weigh the pros and cons. Here are some advantages to posting a job internally.
Advantages of Posting Open Jobs Internally
- Culture Fit. When you are recruiting for jobs externally, the most important thing you are looking for is a candidate that fits within your company culture. If a candidate is a culture fit, they will enjoy their job more, likely fit in more and ultimately stay longer at the job. A big advantage of posting open jobs internally is that you waste little time figuring out if candidates are a culture fit. Every department might have it’s own subculture, so that is something you will still need to consider, but you can at least know they are a company culture fit.
- References. When obtaining references for external candidates, you generally don’t know where they are coming from or how much validity they have. If someone is using them as a reference, it is likely because they have a good relationship with them and know that they will speak highly of them without being as critical or as honest as they should be. WIth internal candidates, you can trust the references more. You can ask multiple co-workers their thoughts on a candidate (though you do want to be careful on what kind of questions you ask the candidate’s co-workers so there isn’t potential backlash for how they answer). You can also get honest feedback from the candidate’s supervisor on the kind of employee they are. As a member of HR, you ideally already have a relationship with the candidate’s current supervisor and can speak only with them about the candidate.
- Job Advancement. A big advantage of posting jobs internally is that it shows your willingness as a company to hire within. It encourages job growth and career advancement for all current employees. Most companies, when recruiting an external candidate for a job, will mention that their company offers growth opportunities. By posting jobs internally and hiring within, you show your employees that you care about what is important to them, and that you want them to stay by giving them chances to move up in the company.
Disadvantages of Posting Open Jobs Internally
While there are many advantages of posting a job internally, it’s equally important to consider its disadvantages.
- Workplace Politics. One of the biggest disadvantages to posting jobs internally is that workplace politics potentially become an issue. With it being posted internally, there will be employees that will get interviewed and not hired. Even if they don’t have ill feelings toward the employee that is hired, or even toward the hiring manager, they will feel like they deserved the job and they were picked over because of workplace politics. It might turn into an issue where you are dealing with a disgruntled employee, or employees. Even if the interview is handled in the best way possible, and you hire the right person, some employees’ feelings will still be hurt. This can potentially lead to a toxic culture or concerns from employees of workplace politics. This can have a dramatic impact on your company culture, and it is important to know how to handle a situation when an employee gets passed over.
- Group-think. Another disadvantage of posting open jobs internally is that you miss out on candidates outside of the company who provide a different way of thinking. People coming from outside the company are more likely to have different ideas and viewpoints. You don’t want to fall into the trap of hiring people who will tell you what you want to hear or are more likely to conform. Outside hires can bring a fresh, new energy to a company that you might not get from an internal candidate.
How To Share New Job Openings Internally
Below are some ideas on how to share job postings internally. The main objective is sharing the job opening with all of your employees, while also ensuring that they feel comfortable applying for another job at the company.
1. Post On Your Company’s Homepage
The easiest way to post new job openings internally is to have them posted on your company homepage. Advertise it to your employees! Make sure they are aware of the jobs posted. Sometimes an internal job posting might have someone in mind already, but you want to make sure all employees are aware of open jobs so that they don’t feel slighted.
2. Send Out an Email to Employees
You might have a weekly email you send out or a monthly newsletter. However you communicate with your employees, one simple way to make them aware of internal job postings is to email it to all employees weekly. Email is something that employees are constantly checking, and by doing this you will know that an employee has been notified about a job.
3. Target Specific Departments
For some jobs you might be looking for specific technical skills and will know departments that will have the skills you are looking for. Contacting them directly and informing them of the posting will show them that you are interested in their employees applying for the job and lets them know that they are qualified for the position.
4. Have Hiring Managers Share the Job with Their Department
Some employees might be afraid of applying for a job in another department. By having hiring managers notify their employees of open jobs, and even encouraging them to apply for the job if they are interested, will make the employee feel more comfortable in applying. It will also promote a company culture of team cohesiveness. It will also encourage employees to pursue or develop skills they might not already have.
Other Tips for Successful Internal Job Posting
Here are a few other tips to consider when posting a job internally:
- Consistency. Make sure you are consistent with your postings, and to try not to play favorites with the candidates you are trying to attract.
- Honesty. Make sure the expectations and job description are clear. Don’t try to sugarcoat when posting a job internally.
Professionalism. Make sure that your internal job posting is still professional, even if it might be more geared toward your internal candidates.
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Tanner has over 4 years of HR professional experience in various fields of HR. He has experience in hiring, recruiting, employment law, unemployment, onboarding, outboarding, and training to name a few. Most of his experience comes from working in the Professional Employer and Staffing Industries. He has a passion for putting people in the best position to succeed and really tries to understand the different backgrounds people come from.
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