Internal Job Hiring Policy
- The performance level of an internal hire is generally better than external hires in firms that are successful and stable.
- To encourage the development and advancement of current employees.
- To shorten the recruitment process
- To reduce the cost of recruitment
- An Internal Placement could result in multiple internal promotions, each of these vacancies can act as a motivator
- It allows increased access to available vacancies within the Company and provides empowerment to employees for taking ownership of their own careers.
It is the policy of our organization, which is to establish and adhere to standard Internal Job Posting Procedures. This guide is a brief summary of the key points central to conducting a successful internal search. It is the policy, that recruitment for internal staff positions reflects a balanced commitment to equal employment opportunity, affirmative action, good personnel management practices, towards the mission and goals of our organization.
The HR may act in an advisory capacity to any party and/or as an independent facilitator. HR is not in a position to make decisions, but may offer recommendations for resolution
Internal Job Hiring
Refer to the Standard Operating Process
In the Process, all application details are treated with the utmost confidentiality. It is the responsibility of HR and the Reporting Manager (or her/his nominee) to ensure that suitable arrangements are made for confidentiality to be maintained.
At all stages of Internal Hiring Process, it is the responsibility of the Chair of the panel to ensure that notes are kept detailing, with the reason for selection or rejection of candidate request. These notes could be called upon as evidence of the fairness of the process, either through an internal assessment or to support an external investigation. The notes should therefore be relevant to, and necessary for the process itself. It should be noted that applicants would normally be entitled to have access to interview notes about them which are retained as part of the record of the interview. All records must be handed to HRD by the Chair of the panel.