Internal Job Posting – Things HR Needs to Know

There are several ways to hire employees for any company. Companies often look for ways to make their recruitment process more effective.

Among all the recruitment strategies, internal job postings are gaining considerable hype. Companies are finding in-house job postings a cost-effective solution to discover new talent.

Read on to know more about internal job postings from an HR perspective. 

Understanding the Concept of Internal Job Posting 

When a company advertises job openings only for in-house employees, it is referred to as an internal job posting.

Instead of looking for talent outside, companies often prefer their existing employees. In-house job postings can include putting up bulletin boards inside the office premises. It can also involve making online/offline announcements to the existing employees.

Companies find internal recruitment helpful in filling vacant spots with people already familiar with the work culture. However, internal recruitment isn’t all about advertising job vacancies to existing employees. It refers to a process through which the existing talent is retained, and employees receive more responsibilities. HRs should know about the rules and pros of an internal job posting.

Basic Rules for Internal Job Posting

An internal job posting may seem simple, but it isn’t. There are several challenges associated with internal recruitment. If you don’t adopt the right internal recruitment strategy, things may go downhill.

Some basic rules for effective in-house job posting are as follows:

1. Design an in-house recruitment strategy

You can’t think of internal recruitment and announce it immediately without any second thought. You need a solid internal recruitment strategy to succeed and retain the existing talent. If you fail to design the right in-house recruitment strategy, your employees might ignore the job openings.

HRs have to think about who needs to be involved in the internal recruitment process. For example, if you need to hire system administrators, you might want to involve the chief technology officer of your company.

Your in-house recruitment strategy should include the eligibility criteria for existing employees. You need to define the in-house job salaries, benefits, department, and other details. You also need to manage the conflicts between the departments during internal recruitment.

For example, the marketing head of your company may not want an employee working under them to apply for a job in another department. All of these conflicts can be resolved by communicating a definitive internal recruitment strategy to the senior employees.

2. Leverage the power of hiring software

How are you planning to track the applicants for an in-house job? HRs have limited capabilities and need a helping hand for internal recruitment.

Having the right hiring software is the first step towards successful internal recruitment. HRs need reliable software for applicant tracking and rating on a large scale. In addition, hiring software also allows HRs to add feedback on each applicant, to facilitate the hiring process.

3. Spread awareness about the internal job opening

An internal job posting is mainly concerned with advertising internal job openings. Hence, you need to promote the latest job openings to the existing employees.

Let the managers and senior employees in every department know about the internal job openings. You can send emails to all of them and advertise the openings. You can also post news related to internal recruitment on notice boards and social media handles.

Sending frequent updates on the latest job openings also gives an idea to refer someone for the available position.

4. Don’t be biased during an internal job posting 

Make sure you offer an equal and unbiased selection process to all your employees. The main motive of internal job posting is to retain the top talent in the company. Only those employees should get the job offer who possess the required talent.

Bias during the internal recruitment process may have adverse effects on the company in the long run.

5. Provide feedback to the employees after selection

HRs should always inform candidates about their rejection with a reason. With clear communication, you boost applicant satisfaction.

Don’t forget that the people you are rejecting are existing employees. They will go back to the same job role in your company, and you need to be supportive. By knowing the reason for rejection, applicants can work on it and improve themselves.

Pros of Internal Job Posting in 2022

The benefits of internal recruitment in 2022 are as follows:

1. Working with familiar faces

Internal job posting leads to working with people you have worked with before. You do not have to conduct regrouping or orientation sessions to introduce the employees to the company or build a relationship with the employees as they are the existing ones.

2. Existing employees will be familiar with company ethics/culture 

New employees often find it hard to adjust to the company environment. However, existing employees are already familiar with the company’s ethics and work culture. They only have to understand the new job responsibilities and not waste any time adapting to the company culture.

3. Provides career growth opportunities for your employees 

Internal recruitment acts as a career growth opportunity for your existing employees. Many companies only offer internal promotions to employees. You can open new opportunities for your employees by conducting internal recruitment.

Employees can thus enhance their skills over the years while working for your company. In addition, you can provide better job opportunities to talented employees.

4. Cost-effective

Internal recruitment is relatively simple: all you have to do is make an official announcement or send emails to kick-start the process. Moreover, the training and orientations costs for existing employees decrease during internal recruitment.

5. Enhances employee loyalty

When you reward an existing employee with a better job offer, it boosts the level of loyalty. Employees think that the company believes in retaining in-house talent.

Furthermore, the employee will be more dedicated than ever to the new job role. As the monetary benefits of the employees increase, they will also have more faith in the management.


Considering internal recruitment in the current pandemic scenario is crucial. It is recommended to preserve the in-house talent that you have recruited earlier over seeking new ones.

Get the ball rolling and streamline your internal recruitment process from now.