Internal Hiring: Conducting Internal Interviews to Fill Vacant Positions

For any company that needs to fill vacant positions it is much more beneficial to hire qualified personnel already working within the agency before considering hiring an outside applicant. There are many benefits and advantages of hiring internally. By hiring internally, a company can reduce the chances of losing current employees, and save time on majority of the hiring. Although, hiring internally conducting internal interviews must be handled with care to ensure the right person hired is the right fit for the job, while those not chosen stay working at the company.

Internal Hiring

There are many reasons to hire internally that are of a benefit to a company. On the outside the goals of most companies is to be as productive, efficient, and financially stable as possible. internally, the goal is to hire and keep its current employees. The best way to do this is by hiring internally which increases a company's retention rate. By hiring internally employees feel a sense of trust and loyalty to the company they work for thereby increasing their engagement in hopes of moving up in higher or better positions in the company. Hiring internally to fill a vacant position is also helpful to a company as it cuts down on majority of the hiring process. A company already has access to an employee's background records, abilities, and can easily receive referrals from supervisor(s) an employee works under speeding up the hiring process. Not to mention cutting down on the time it takes for a new worker to settle in. An external applicant will require a longer period of time to adjust to their role, and company expectations, but by hiring internally the person hired will need less time to adjust as they are already used to company expectations, the work environment, and only need to adjust to their new role.


What to Do When Hiring Internally

When a company decides to hire internally for a vacant position there is a process similar to hiring an external applicant, yet it must be handled more delicately. As in the hiring of external applicants the initial process of recruiting entails of posting the available position that needs to be filled, along with a detailed description, and a specific deadline for when applicants must apply by. The way internal hiring is different is that it is advisable to do their research on the employees that applied to the vacant position before conducting interviews. It is important that the supervisors of the employees that applied are aware their subordinates are interested in a different position. If the supervisors are already aware of the employee's interest in a new position it is highly recommended that the person that will be conducting interviews receive information from the supervisor on the employees' work habits, personal traits, and any other information that could determine if the employee may be a good fit for the position. Feedback from supervisors can also set a basis for the creation of individualized internal job interview questions for each internal applicant. After obtaining this vital information from supervisors is also highly recommended to narrow down the internal applicants using the information provided by the supervisors to know which employee applicants are the best candidates for the vacant position.


As the final stage of hiring internally, the internal hiring interview must be handled with care to find the most qualified applicant while preventing any negative outcomes. Prepared with information provided by an applicant's supervisor it is recommended an interviewer ask their questions determining if the applicant has an appropriate motivation, has the required supervisory and/or time management skills, and assess the applicant's history of effective communication collaborating with other employees. To have the most effective worker that is likely to succeed it is important that these questions are asked; however, for the sake of keeping those not chosen for the position these questions should not be responded to in a way that can be perceived as negative. If an employee that applied for a vacant position feels discouraged about their chances of later rising in the company, they are likely to find employment elsewhere. This is something that must be avoided when hiring internally for a vacant position.


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