Purpose of an internal job posting

An internal job posting opens up vacancies to your existing employees first. Some companies might only post jobs to current employees. Others might eventually expand the job postings to external candidates.

Internal job postings look similar to your external job ads. They include all the details of the position, including the duties and responsibilities, qualifications, job type and benefits. Internal job openings typically go on your internal job board

Benefits of posting jobs internally

Companiesoften use a mix of internal and external recruiting for a wider range of candidates. Internal job openings can offer some distinct benefits over hiring externally. Some of the perks include:

• Faster hiring: When you post jobs internally, you can often move your chosen candidate into the role faster than you would with an external candidate. You might choose internal job openings for critical positions that you need to fill quickly.
• Familiarity with the company: Your existing employees know your products or services well and have an understanding of how you do things. They’re comfortable with the company culture and know how to work with their colleagues. This can make the transition easier.
• Employee satisfaction: Offering employee promotions can improve morale and job satisfaction. Your staff feels valued when you prioritize internal hires.
• Increased retention: Opening up vacancies to employees first can increase retention. It gives your employees room to grow. When they see that you actively recruit current employees, they might decide to stay with your company longer to see if a new job opens for them.
• Reduced hiring costs: Internal recruiting is often cheaper per hire. You already have access to your staff to promote the openings inexpensively. You don’t have to rely on external recruiters to find applicants. Plus, you can save on expenses such as background checks and reference checks.

How to create internal job postings

The process to create an internal job posting is similar to the way you create an external posting. These steps can help you create your internal job ad:

1. Identify the position for the internal posting. When you use an internal process, be clear on your reasons, such as the need for company knowledge or a time crunch for hiring.
2. Pull up the existing job description. Make sure it’s still accurate, and pick out the key details. If you’re creating a new position, write a job description for it.
3. Write a clear job title and description for the posting. Provide an overview of the role to give your current employees an idea of what the job involves.
4. Detail the responsibilities, requirements and qualifications. This helps your staff determine if they fill your needs for the role before they apply.
5. Outline the compensation package. The salary is likely of interest to your internal applicants. Since job benefits are typically the same for all employees, they should be familiar with what they’ll get. But it’s still a good idea to list them.
6. Provide information about the team or department. General job postings often give company information. Your employees already know about the company, but they might not be familiar with specific teams or departments, so these details can help them decide if they would enjoy transferring.

How to promote the internal job posting

Once you craft your internal job posting, you need your employees to see it. Developing a way to promote the openings can increase the number of employees who apply. Some options you can take include:

• Post on your internal job site: Maintain a separate internal job site that’s different from your general career page. This gives your employees a place to check for new internal vacancies. Keep the page current with all the important information that applicants need to know.
• Send out an announcement: You might send a company-wide email, include it in a regular employee newsletter or post it on an employee-only social media page.
• Mention the opening in meetings: Not all employees read emails thoroughly, so making an announcement at a team meeting can help promote the vacancy.
• Suggest applying to certain employees: If you know certain employees who have the right skills, you might approach them individually to recommend that they apply. Make it clear that they’ll have to go through the full process so they don’t think they’re guaranteed the job just because you suggested it to them.
• Use internal communication methods: Talk about your internal openings in your project management or team communication software apps. You could even create a separate spot to post and discuss openings. This gives employees a chance to ask questions and learn more about any internal job openings.

Best practices for internal job ads

When you’re hiring internally, these best practices can make the process smoother.

Write an internal transfer and promotionpolicy

Internal hiring can be perceived as favoritism , so having clear policies on the topic can help you avoid any uncomfortable situations. Write an internal transfer and promotion policy that outlines how this process plays out. Include information on eligibility, application processes, what qualifies as a transfer or promotion and how transfers or promotions are handled.

Develop an internal hiring process

It’s also helpful to create a written internal hiring process. This should outline the application, review, interview and selection process for current employees. Having a standard process can help avoid the appearance of favoritism and ensure all candidates, internal and external, go through a thorough screening process.

Keep your postings consistent

Creating an internal job posting template can help you keep things consistent across vacancies and hiring teams. Follow the same processes for posting and promoting all openings for even more consistency. Training your managers on how to handle internal job openings can also make the processes for each posting similar.

Be transparent

Transparency helps employees make informed decisions about applying for internal positions. It gives them a realistic view of what’s expected and how the internal hiring process should happen. Communicate clearly and promptly with interested internal applicants.

Incorporate learning and development

Providing lots of learning opportunities for your staff helps them develop skills that could qualify them for new positions. Continuing education can also spark curiosity and encourage your employees to keep developing themselves. You might create a manager training program that prepares employees for leadership roles, so you have candidates whose training lines up with what you expect from your managers.

Create career paths for employees

Working with your employees to create individualized career plans can inspire them to think about applying for internal positions. Meet one-on-one with employees to find out what career path they want to follow. Help them explore options within the company. From there, you can identify training opportunities and steps they can take to reach those positions in the future. When you’re familiar with the paths your employees want to take, you can keep them in mind for upcoming openings.

FAQs about internal job postings

Are there disadvantages to posting jobs internally?

If you only post jobs internally, you limit your candidate pool. This could cause you to miss out on new skills and greater diversity. Choosing a current employee for a new position leaves another opening, so you still have hiring needs. You might also notice jealousy or resentment if multiple employees apply for the same internal job openings. People who don’t get the job could end up with negative feelings about the situation.

Do internal applicants get priority?

Whether or not you give internal candidates priority depends on your hiring processes and needs for the role. Some companies post new openings internally first to give current employees the first shot at applying. Ideally, you want the candidate who matches your job requirements the best. However, you might find an internal applicant is a stronger choice because they’re already familiar with your processes. You also know their skills and work habits, so you’re taking less of a gamble. In other cases, you might not have an internal applicant that meets your requirements.

Do internal applicants need to be interviewed?

Even if you know internal applicants well, you typically still need to interview them before offering them a new position. You might add some extra internal applicant questions to the interview since they already have experience with your processes. Some questions you ask general applicants might not be necessary if you’re already familiar with the internal applicant’s work.