HR professionals know very well that internal recruitment is less expensive and especially more effective than filling vacancies by external candidates. However, it does not mean that every company already has established mechanisms of internal recruitment that cannot be improved. Often, for example, one of the very basic assumptions of effective internal recruitment programs is omiutted - rewarding employees for recommending suitable candidates. And what else should such a program include?
John Sullivan, professor of management at the U.S. San Francisco State University advises:
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Do not treat all positions and employees equally. Focus on abilities and strategic needs.
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Do not allow managers to prevent their people from career shifts.
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Do not provide a mandatory "waiting period" for promotion.
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Do not focus just on full-time jobs. Secondments and projects can be just as motivating as promotions.
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Do not postpone advertising vacancies to the public. Advertise vacancies for both internal and external candidates at the same time.
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Reward managers who motivate their subordinates to use the possibilities of internal promotions.
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