How To Make Your Internal Recruiting Strategy More Effective

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How To Make Your Internal Recruiting Strategy
More Effective
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Are you searching for an employee for a recent
vacant post in your company? Surely you would
like to recruit an experienced one. Well, have
you ever considered your current employees
profile? Maybe you already have a potential
candidate under your nose and you are overlooking
them. Here comes the internal recruiting
procedure with all its advantages. Before hiring
the Recruiting Firms set up a hiring committee
internally for internal candidates may make your
job much easier. It saves both your time and
money.  There are many advantages of an internal
recruiting strategy. 1. It boosts up your entire
workforce to do better for their promotion. 2. It
increases the employees engagement. 3. It saves
both time and money. 4. Above all, it assures
staffs loyalty.
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What is Internal Recruitment?

• Recruiting staff is a vital and mandatory
  function of any business. It is also a hectic
  procedure. In internal recruitment, the company
  searches from their existing employees, to find a
  potential candidate for the vacant post. If they
  dont end up matching both,   then they search
  outside of the talent pool and thought of
  Recruiting Consultancy.
• With the growth of an organization, many new
  positions also come forth. Hence, the companies
  and their hiring HR departments have to pay more
  attention to their recruitment policies. The HR
  department prefers to promote their existing
  employees to a higher rank, rather than to
  recruit new people and train them for the same.

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Let's talk about some points to improve the
internal recruitment strategy.

• Follow some basic rules
• Before thinking of recruiting internally, don't
  forget to make a brochure, containing the rules,
  eligibility, pay hyke, etc. Here, eligibility
  does not only mean educational and technical
  qualification but also their experience in the
  same field, and of course,  loyalty. 
• Internal recruiting may awake some internal
  chaos. To avoid confusion, a brochure is a must.
  Thus everyone could know, who can apply for the
  post, what they have to do to apply for the post,
  how much salary hike would the company give etc.

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Call for an interview for the internal candidates
also

• Taking an interview is a must-do in the case of
  internal recruiting. As the staff is promoted to
  a new post, you need to know what he/she knows
  about the vacancy and their job responsibility.
  The better they know, the less you have to train
  them. To meet your target of saving time and
  money, verify their knowledge and their ability
  to get accustomed. It is far better than to
  consult with Recruitment Companies.

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The interview should be taken in some stages, to
avoid any internal favouritism

• Dont play the my favorite game
• The ugliest politics of the corporate sector is
  my favorite game. Many managers recruit their
  favourite team members, though they know that
  they are not efficient enough. Avoid the gamble.
  As a recruiter, choose nutrally. By choosing the
  inefficient one, you indirectly do harm to your
  team and your company. The purpose of internal
  recruiting then maybe failed.
• To avoid this, make a list of staff, by following
  the protocols. Let the list be checked by your
  higher authority and other committee members,
  then decide.

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Make the process transparent

• Transparency is the key to the success of the
  internal recruiting strategy. In case of any new
  opening, circulate the advertisement internally.
  Form a committee for the same.  After receiving
  the applications, discuss with all the HR,
  managers and team leaders and then shortlist
  them. After interviewing everyone, again discuss
  with the committee then only recruit for the
  vacant post. 

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Wrapping up

• Internal recruitment is a  responsibility shared
  amongst the team leaders, managers, and HR
  department. They should have an eye on every
  staff so that they could pick up the gem amongst
  them.

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THANKYOU