The hiring process to fill a vacancy or a newly opened position can be complicated and stressful for those responsible for it. Every effort must be made to attract, screen, interview, and find an ideal candidate for the position. Even after all those stages, we sometimes end up choosing people who don’t fit the bill and the recruiting process has to start over.

Against this background, internal recruitment is a very good alternative that helps to reduce a good part of the doubts of the process and to reduce the costs, in time and money, of this. In addition, it allows you to fill vacancies much faster than with external candidates.

For all this, it is very important to look inside the organization itself as well as any other recruiting channel. It may turn out that the best-qualified, most talented, and most trusted candidates are only a few desks away.

If you’ve had too much trouble with traditional hiring processes in the past, this may be the time to build an internal recruiting process at your company. Today we want to review the four most important benefits of adopting this strategy. Let’s see:

Internal Candidates already know Each other in Depth

Even when external candidates are recommended by trusted sources, there is always the possibility that they are not up to the challenge, do not conform to the organizational culture of the company or leave the position quickly. Asking the best questions in the interview and checking job references in the most comprehensive way does not always give you a clear idea of ​​how the candidate would perform in the position.

Recruiting and selecting talent is one of the most important functions of an HR professional, and doing it well requires a great deal of effort and dedication. While it will always be necessary to hire external and experienced talent from other IT recruitment company, taking the time to build a robust and effective internal recruiting process can really pay off in the long run.

In most situations, the only way to test a candidate’s performance is by giving him the job, and if he doesn’t live up to expectations, he will have been poorly hired.

While you may have never seen a certain employee perform the position you need to fill, if you have seen him work within the organization and have first-hand knowledge of how he performs, how he fits into the company culture, how he manages conflicts and how you deal with job challenges, which means you can be much more confident about the person you are hiring.

Internal Candidates Already Know the Company

In the same way that leaders already know the work of their collaborators, internal candidates already know if they like the company or not and if they want to stay with it to enhance their career. If they apply for a new internship, this is generally a sign that they are willing to invest more time and effort in your organization, otherwise they would be applying for jobs at other companies.

This significantly reduces the possibility of having to replace them in the short term with the excuse that the work, the team or the culture of the organization was not what they expected. It also means that less time will be spent on the training and onboarding process because the candidate already knows most of the tools, systems and processes that he will need to use in his new position.

It Easy to Find

Outside recruiting requires an extensive and thorough search. Posting the ads on the different channels and job portals can be a tedious and time-consuming process. Dozens or even hundreds of applications may need to be screened to find a small pool of candidates who might fit the job. Or worse, you may not be able to attract any candidates and have to start the process over.

Internal recruiting, on the other hand, can be much easier. The opening of a position can be communicated to the entire company in minutes if desired, and interested employees can easily apply.

While you may receive applications from unqualified employees for the position, the options are generally better and the process is done with much less effort.

Internal Recruiting Increases Loyalty and Engagement

In addition to saving time, money and reducing the wear and tear of looking for external candidates to fill a position, perhaps the most important benefit of implementing an internal recruitment process is that it is crucial to raising the levels of commitment and job satisfaction of the team within your organization.

Your employees want, and need, opportunities to grow, learn and advance professionally. As they continue to work for your organization, they will look for ways to advance, improve their position, increase their salary, develop new talents and take on greater responsibilities than they are today.

Internal recruiting is the best way to provide those opportunities and build your team’s loyalty and satisfaction.