Many companies rely on employees to “self-nominate” themselves for openings based on their interests in and perceived fit with other positions in the firm. Internal job posting systems publicize open jobs to employees.
A brief about internal job posting
A job posting describes the job’s qualifications and requirements as well as information about the work itself, often on the company’s intranet or on a bulletin board. An employee wishing to apply for another job in the firm can bid on the job and express their interest in being considered. Then, human resources typically reviews the internal bidder’s candidacy and personnel file to confirm that he or she meets the requirements of the vacancy, and the employee is contracted if they are considered for the open position.
Internal job posting systems are relatively fast and very inexpensive to use but may miss some qualified recruits because not all qualified employees may look at the job postings (Williams, 1993). Many firms use a combination of internal job postings and qualifications inventories to reduce the chance of missing a qualified internal candidate.
Of course, the chosen applicant must also be perceived by peers as the most qualified. Management may have little control over this factor. The secret behind the success in this and many other managerial actions is the level of confidence and trust that the workforce has in their superiors and the organization.
Many organizations use automated systems that combine elements of databases and job postings. The HR Best Practices presents example of such systems (Lord, 1989)
Regardless of the means used, the main aim of an internal job posting program is to provide more opportunities to existing employees to grow within a company. The establishment and management of an internal job posting program must address the following questions:
- Should the employees keep their superiors informed that they are applying for a new job within the organization?
- Are there restrictions on how long an employee must stay in a job before applying for another one?
- What if none of the qualified candidate responds to a particular job posting?
- How much notice should an employee is required to give before transferring to a new department?
- What types of or levels of jobs will not be posted?
Most companies historically have had some kind of job posting system in place for internal jobs. Today many companies use proactive efforts to get employees to apply through Web-based systems.
This makes it clear how best practices in automated job posting are paying off for employers. Use of such systems has growing rapidly, and is expected to continue to do so in the future.
- Williams, C. R., Labing, C, E., & Stone, T.H. (1993). Recruitment sources and post-hire outcomes for job applicants and new hires: A test of two hypotheses. Journal of Applied Psychology.
- Lord, J.S (1989). External and internal recruitment. Human resource Planning, employment, and placement, Washington, Dc: Bureau of National Affairs.
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