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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

1. Plan to improve ITM

Assess the current ITM landscape to set project objectives and metrics and map the current TA process.

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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