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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.

Executive Summary

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 & 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.

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.

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