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Recruiting Inside Your Company

This type of recruitment refers to potentially filling job vacancies from within the company. A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development program has been effective.

How is it done?

Internal vacancies are usually advertised within the company using a variety of options, including:

  • Staff notice boards
  • Intranets
  • In-house newsletters
  • Staff meetings

Advantages of Internal Recruitment

  • Encourages talented employees to stay with the company. This strategy helps reduce turnover and retain valuable employees.
  • Promoting internally boosts morale by sending a message that the company recognizes the value of its employees.
  • Gives existing employees greater opportunity to advance their careers at your company.
  • Offers greater understanding of the candidate’s abilities. Since management already has knowledge of the employee’s performance record and abilities, this information may be a more accurate predictor of success than with candidates recruited externally.
  • Depending on the position and employee experience, potentially shortens the training period.
  • Saves on advertising costs.

Disadvantages of Internal Recruitment

  • Possible morale problems with those employees who were not promoted and political infighting for promotions.
  • Limits the number of potential applicants for a job opening.
  • Potentially limits diversity of company, possibly exposing employer to claims that a hiring policy has a negative or disparate impact on protected classes.
  • By recruiting externally, new perspectives and attitudes are brought into the company that can contribute to long-term growth.
  • External candidates might be better qualified for the job.
  • Another vacancy will be created that has to be filled.
  • Existing staff may feel they have the right to be promoted, whether or not they are the best candidates for the job.

Job Posting Policy Statement

A properly worded policy serves as a reminder of the company’s philosophy of promotion from within when possible without creating an obligation to only consider current employees. Employers typically address the following issues in their job-posting policy:

  • Job description
  • Eligibility requirements for applying for a posted position, including minimum hiring specifications and minimum length of time in current position
  • Opportunity to apply for open positions either before or concurrently with your company’s consideration of external candidates for employment
  • Administrative issues, such as length of posting period and procedures to follow when applying for a posted position

Discrimination and the Employment Process

It is important in all hiring practices, including your job descriptions, to regularly make sure they are current, accurate and do not violate any discrimination laws. Under Title VII, the ADA, GINA, and the ADEA, it is illegal to discriminate in any aspect of employment, including:

  • Hiring and firing
  • Compensation, assignment, or classification of employees
  • Transfer, promotion, layoff, or recall
  • Job advertisements
  • Recruitment
  • Testing
  • Use of company facilities
  • Training and apprenticeship programs
  • Fringe benefits
  • Pay, retirement plans, and disability leave

Discriminatory practices under these laws also include:

  • Harassment on the basis of race, color, religion, sex (including certain protections for lesbian, gay, bisexual, and transgender (LGBT) individuals), national origin, disability, genetic information, or age;
  • Retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices;
  • Employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex (including certain protections for LGBT individuals), race, age, religion, or ethnic group, or individuals with disabilities, or based on myths or assumptions about an individual’s genetic information; and
  • Denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability.

Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group.

Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading.

  • Note: Many states and municipalities also have enacted protections against discrimination and harassment based on status as a parent, marital status and political affiliation

Americans with Disabilities Act and Discrimination

Under the Americans with Disabilities Act (ADA), employers are prohibited from discriminating against disabled individuals in hiring and employment practices. This means that the applicant or employee must satisfy your job requirements for educational background, employment experience, skills, licenses, and any other qualification standards that are job related, and be able to perform those tasks that are essential to the job, with or without reasonable accommodation.

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