The human resources department uses various sourcing methods in the hiring process. The techniques selected at the recruitment stage of this process allow potential candidates to apply for the vacant post. Here, let’s know What is an Internal Application?
There are two main strategies used in the recruitment of employees, namely, internal and external recruitment strategies. Internal recruitment strategies refer to techniques that attract the existing employees within the organization, while external recruitment strategies for the labor market. In this article, we will focus on internal applications.
Sources of Internal Applications
Posting
The human resources department prepares an internal job advertisement circulated within the organization. The employees who are interested and meet requirements apply for the position. They later go through an interview and shortlisting process to get the best match for the job. Those who are not successful retain their current jobs.
Promotion
It is improving the professional status of an employee through the appointment to a senior position or level in the organizational structure. He commands more power and authority in this new position. He is in command of a larger team. It is often a result of a performance appraisal process where the employee has maintained good results for a given duration.
Transfer
It applies to organizations that have several branches in various locations. It applies to a company with several internal departments. It may be at the employee’s request, application, or by instruction from the management team. An employee can relocate for personal reasons, or the organization may require his unique skills in a specific location to boost profitability and performance.
Referral
In this case, current employees inform friends or acquaintances about a vacant position in the organization. They should have the appropriate training and experience, with a good reputation and record of accomplishment. They can be currently employed or not, depending on the role requirements. Existing employees need to be cautious about who they refer since it will affect their reputation in the organization.
Exchange Program
It is similar to the students’ exchange programs where they relocate to new environments or locations to gain experience and diversify their skills. For instance, international organizations can have a rotational program where employees from one country relocate to another country to gain experience. It helps in standardizing operations to the required level. The relocation may be temporary or permanent.
Boomerang
It refers to former employees of an organization. These employees left the organization to advance their careers elsewhere or pursue further studies. Boomerang employees understand the systems and culture of the organization. They easily fit in the roles due to their experience and earlier exposure to the business environment.
Retirees
These employees separated from the company as they attained the statutory retirement age. The retirement age varies from one state to another. It also varies with the type of profession and organization. Retirees have many years of experience and serve as experts in their former field of operations. They provide excellent advisory services.
Advantages of Internal Applications
Saves Time
It is a quick way of filling vacant positions. There is a reduction in advertising costs, and the waiting period for applicants to apply is shorter. The human resources department and supervisors can easily reorganize the teams to limit interruptions in the company operations.
Saves Resources
The advertising and interviewing costs are reduced. The potential candidates are shortlisted, and they are readily available. For instance, in promotions and transfers, the employee has already gone through all the checks required. A new hire is required to go through all the processes.
Employee Retention
The employees are more loyal to an organization that gives them personal development opportunities. The employees can identify areas for progression. As a result, they look forward to the future since they will not be stagnant in one role.
Less Training
The existing employees already know the systems and culture of the organization. They rarely require additional training to take up a new role in the same organization. They understand the environment well. They are also familiar with their supervisors and colleagues.
Fewer Background Checks
Existing employees do not require additional checks. They completed the first recruitment exercise. Alternatively, the checking would be minimal. It saves time and money for the organization since they are aware of the character or personality of the individual.
Disadvantages of Internal Applications
Competition
There is fierce competition and conflict among employees since everyone wants to be the preferred option. In some cases, they may use unprofessional and unethical methods to gain a competitive advantage over their colleagues. It will also yield a toxic culture in the organization.
Structure Gaps
The new employees move to new roles, but the positions left by them continue to remain vacant. In addition, the skills set they possess may not be readily available in the organization or with the alternatives. As a result, some tasks remain pending or poorly done.
Toxic Culture
It fosters and sustains a toxic work environment and practices. When similar persons occupy positions in an organization, it becomes difficult to change work patterns and practices. As a result, bringing change or better practices is usually problematic. It can affect profitability and productivity in the organization since the toxic employees want to have status quo.
Restricted Skills
Similar skill-sets rotate in an organization, and there is no progression or improvement. It affects the efficiency and effectiveness of the team and organization. It propagates the same techniques, and there is no creativity in the approach to work. It discourages innovation and inventions due to the status quo.
Limited Pool of Applicants
Internal applications yield few candidates since only a section of the employees has the required expertise. It limits the HR department and supervisors in the selection process. They will appoint an unqualified candidate to the urgency of filling the vacant post.
Conclusion
Internal job offers and applications target the existing employees in the organization. It is also an effort to facilitate the personal development of the employees. It is a quick technique used to fill vacant positions. It has both advantages and disadvantages which the hiring manager should take into consideration.
Frequently Asked Questions
- What is an internal application?
It is a process of applying for a different job within your current organization.
- How do you get internal applicants?
They include advertising, referral, boomerang, transfers, and promotions.
