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Talent Acquisition icon

Streamline the Internal Hiring Process

Unlock a key candidate source and facilitate internal talent recruitment by optimizing the internal hiring process.

  • Organizations are slow to recognize internal talent for job openings and employees are leaving for external opportunities – 62% of organizations lose employees to roles outside of the organization that could have been offered to them internally (Actus, 2021).
  • There are three main barriers to internal hiring: a lack of formal process, poor communication of opportunities, and limiting mindsets from managers and employees.

Need Extra Help?
Speak With An Analyst.


  • Get on-demand project support
  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project

Our Advice

Critical Insight

  • The core responsibility for facilitating internal recruiting lies with talent acquisition (TA). Without a streamlined process, internal talent mobility (ITM) will be limited.

Impact and Result

  • Integrate internal hiring best practices into the TA process to remove people and process barriers.
  • Develop and share internal hiring guidelines to communicate the importance of ITM to employees and people leaders.
  • Create a comprehensive communication strategy that continually delivers key messages at the right time.

Streamline the Internal Hiring Process Research & Tools

2. Define the internal hiring process

Work through a series of decision points related to the five stages of internal hiring: requisition, awareness, application, assessment, and follow up.

3. Prepare to launch the new internal hiring process

Create internal hiring guidelines and incorporate internal hiring decisions into the TA process, then launch of the process.

Streamline the Internal Hiring Process preview picture

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Plan to improve ITM
  • Call 1: Review the current ITM landscape, discuss the current internal hiring process, and identify barriers.
  • Call 2: Discuss focus group feedback and set high-level objectives and metrics.

Guided Implementation 2: Define the internal hiring process
  • Call 1: Discuss decisions made at the decision points at each of the five stages of internal hiring.

Guided Implementation 3: Prepare to launch the new internal hiring process
  • Call 1: Review internal hiring guidelines and incorporation of internal hiring decisions into the TA process.
  • Call 2: Discuss an implementation plan and tactics to integrate the process change.

Contributors

  • Natasha Bennett, Director, Talent & Organizational Development, Hydro One
  • Dr. Matthew Bidwell, Associate Professor of Management, The Wharton School of the University of Pennsylvania
  • Kate Brodock, CEO, Women 2.0
  • Christine Calvert, Manager, Recruitment, Shaw Communications
  • Dr. Peter Cappelli, Professor of Management, The Wharton School of the University of Pennsylvania
  • Chuck Csizmar, Principal, CMC Compensation Group
  • Jim D’Amico, Global Talent Acquisition Leader, Celanese
  • Dr. Jed DeVaro, Professor, Department of Management, California State University East Bay
  • Robert Dick, Senior Manager Talent Acquisition, Providence Health & Services
  • Michael Goldberg, Founding Partner, Strong Tower Partners
  • David Hayden, L&D Consultant, CIPD
  • Leslie Weigle, Principle Consultant, Integrated Talent Management, Providence St. Joseph Health