There are a lot of ways to source candidates and fill job vacancies. You can recruit externally or, for a faster and more cost-efficient way, work with recruitment agencies (i.e. JB Hired). However, did you know that you can also hire internally?
Yes. The best fit might just be hiding in plain sight. You might not realize it, but the individual who can successfully deliver the role is already your employee all along.
It makes perfect sense. You have been grooming and training your employees in their field. Plus, they already know how the company works. It’s only a matter of time before they advance in their career as one of your trusted management.
In case you’re planning to recruit internally, take note that the process will be different-- much faster-- and the interview questions will be different as opposed to external hiring.
In this article, we’ll talk about what internal interviewing entails and we’ll provide you with a template for a smooth-sailing process.
Internal interviewing is the act of asking relevant questions to an employee from an existing workforce. It’s very different from external recruitment because the process is much faster and the questions are more geared towards personal experiences and a sense of progress in the company.
It talks about more of the employee’s views towards the company and how they can move forward given what they know, what skills they honed, and what more they can offer to the organization.
Internal recruiting nowadays is done because it can save time and reduce costs as compared to hiring externally.
To elaborate more on that, here are some of the prominent benefits that internal recruitment brings:
Faster recruitment process
Ultimately, you would be able to hire faster because you don’t need to play the scavenger hunt game. You don’t need to go to various platforms just to post job ads and get applicants. By recruiting internally, you have fewer candidates to screen and you already have all the details that you need (i.e. CVs, portfolio, etc.).
Little to no training is needed
With someone from an existing workforce, they already know how the company works. This means no onboarding training is needed, which can save a lot of time and money for the organization. If there are new things that need to be learned, it will be minimal and more on the technical side.
Increases employee satisfaction
For the employee, this is an act of promotion. And when they get promoted, their level of satisfaction and sense of purpose will increase. This is because they would feel that they matter more in the organization. By taking on bigger tasks and more responsibility, they would be an essential part of the team’s success. This morale boost will enable the employee to be more passionate about work and, therefore, work better and longer for the company.
Reduce job posting and screening costs
Since you recruit internally, there is no need to take the effort in posting job ads and screening unqualified candidates. This gets rids of extra costs in several ways. There would be no need to boost job ads for visibility, hire a recruiter agency, use additional tools, and more.
With that in mind, let’s take a look at this template for the best internal interview questions to ask your employee:
Need an email template to move forward your next steps? Whether it’s an acceptance email, rejection email, or more, you can find them here!