How internal recruitment influence employee performance
There are a range of advantages to recruiting internally that can be beneficial for both an organization and its employees. It helps individuals experience and enhance competitiveness to make individuals more skillful and efficient. It also helps the managers and governing body and saves their valuable time. It boosts motivation and gives reliability upon the organization to be promoted and awarded. So, here are some of the key advantages are discussed:
Internal recruitment can result in a more streamlined onboarding process, saving time for both the employees and the company. An existing staff member may be able to start a new role quickly, without having to give a long notice period. They may also undergo a shorter interview process than an external candidate, particularly if they are known to the hiring manager. Recruiters can save time that would be spent posting the job advertisement and promoting it externally, easing administrative burden and improving efficiency.
Most of the organizations choose internally recruitment because it costs a company double or more to hire externally than internally. This is because money is spent advertising on job boards and via other recruitment channels, as well as on necessary hiring procedures such as background checks. Training costs can be reduced by doing internal recruitment.
When employees are given the ability to move upwards in their careers and are shown that management has a dedication to promoting their existing employees, it conveys the message that their work is valued. Providing more opportunities for career advancement, or even allowing lateral movement to different same-level positions that may interest employees, can build stronger morale. Even if they are not promoted to a higher-level job, employees who change roles develop professionally, and their peers recognize that they too may have similar opportunities in the future.
BY choosing internal recruitment, a company highlights its commitment and investment in their existing employees. It enables them to retain top talent within the organization, while also showing a clear path of progression to staff members. This investment in the workforce can improve morale, engagement and performance, therefore providing positive benefits for the organizations.
When it comes to internal recruitment, employees know the applicants by nature. They are familiar with their work approach and know that there would not be any culture clashes within the company. On the other hand, a couple of hours in an interview does not give anyone the chance to know the candidate well enough.
An internal candidate is well-equipped with the organization’s working practices, goals and policies. Thus, they learn quicker and offer important insights on how to bind all the teams together as compared to a new hire.
External recruiting is both time-consuming and expensive. It includes tasks like posting advertisements on portals, sifting through the resume database and performing background checks. On the other hand, internal recruitment is a surprisingly seamless process through the company email address.
Looking through hundreds of resumes is not required as well. Hiring managers can ask the heads of the department for potential candidates. An existing employee should be familiar with the inner workings of the company-the operations, processes and procedures that are unique to the organization. They can bring this experience to a new role, even if it is in a different team or department. As such, their learning curve will be shorter than that of a newly hired employee, who will need to be taught about the company from the ground up.
(The writer is a student at the North South University)