The Benefits of Internal Recruiting: Why Promoting From Within Can Boost Your Business

Published by:
Joe Caccavale
May 19, 2023
min read

Hiring the right people is essential for the growth and success of any business. However, traditional recruitment methods can be costly and time-consuming, and may not always result in the best hires. That's where internal recruiting comes in. 

Internal recruiting can be a cost-effective and efficient way to find the right talent for your business. In this blog, we'll explore the benefits of internal recruiting, specifically promoting from within. We'll discuss why this approach can improve employee retention and development, enhance company culture, and ultimately lead to business growth. So if you're looking for a better way to attract and retain top talent, read on to discover the advantages of internal recruiting.

What is internal recruiting?

Internal recruiting is the process of filling job vacancies with existing employees instead of hiring external candidates. It's a cost-effective way to fill open positions while also improving employee retention rates. Internal recruiting includes promoting from within, transferring employees to new roles within the organisation, and encouraging employee referrals. By utilising the skills and expertise of current employees, companies can save time and money on recruitment costs while also fostering a culture of employee development and growth.

Internal recruiting can be used for all levels of positions within an organisation, including both entry-level and executive roles. It's especially effective for filling mid-level positions where specialised skills and experience are required, as existing employees are likely to have a deeper understanding of the company's culture, policies, and procedures. 

The benefits of promoting from within

Internal recruiting allows companies to promote from within, rather than seeking external candidates to fill open positions. This approach can have numerous benefits for businesses, including:

Improved employee retention rates

Promoting from within can help to improve employee retention rates by demonstrating to employees that there are opportunities for career advancement within the organisation. Employees who see a clear path for career advancement are more likely to remain with the company long-term, rather than seeking opportunities elsewhere.

Additionally, promoting from within can help to foster a sense of loyalty among employees. When employees see that their hard work and dedication are being recognised and rewarded, they are more likely to feel valued and committed to the organisation.

Fostering talent development

Promoting from within can also help to foster talent development within the organisation. By promoting employees who have demonstrated the skills and potential necessary to succeed in higher-level positions, companies can help to cultivate a culture of learning and growth.

When employees see that their efforts to develop their skills and abilities are being recognised and rewarded, they are more likely to continue to invest in their own professional development. This can lead to a more skilled and talented workforce overall, which can have numerous benefits for the business, including improved productivity and performance.

In addition to the above benefits, increased job satisfaction and motivation can also be important factors for employers to consider. Employees who are satisfied with their jobs are more likely to stay with the company long-term, reducing turnover rates and recruitment costs. Furthermore, they are more likely to become brand ambassadors for the company, promoting its culture and values to potential candidates and customers. This can result in a positive impact on the company's reputation and overall success. 

Internal hiring: The ultimate cost-effective recruitment solution

Internal recruiting can save companies a significant amount of money - both short and long-term. When compared to external recruiting (which requires advertising, agency fees, and time-consuming interview processes), internal recruiting is a much more cost-effective solution. 

By promoting from within, companies can eliminate the need to advertise job openings, reduce the time it takes to fill positions, and avoid paying agency fees. This can lead to substantial savings, particularly for small and medium-sized businesses with limited recruitment budgets.

Another way internal recruiting can cut recruitment costs is by reducing employee turnover. The cost of employee turnover can be high, as it requires recruiting and training new employees, which can be time-consuming and expensive. By promoting from within, companies can improve employee retention rates and reduce the cost of recruiting and training new employees.

Business growth through internal recruitment

Internal recruitment, specifically promoting from within, is a strategy that can have numerous benefits for businesses, and as such should be considered by all employers looking to improve their recruitment and talent management processes. Key benefits for business growth include:

  • Reduced hiring costs: Internal recruitment is a cost-effective method of filling open positions, as companies save money on advertising, screening, and training new hires.
  • Faster onboarding: Promoting from within allows companies to fill positions quickly and efficiently, as internal candidates are already familiar with the company culture and processes.
  • Improved productivity: Internal candidates tend to be more productive and effective in their roles, as they have a deeper understanding of the company's goals and processes.
  • Stronger employee morale: Internal recruitment demonstrates to employees that the company values their skills and contributions, which can improve employee morale and satisfaction.
  • Better business outcomes: By promoting from within, companies can retain their top talent, foster talent development, and create a culture of growth and opportunity, which can lead to improved business outcomes and long-term success.

A cost-effective and talent-boosting solution for employers

Internal recruiting can be a game-changer for employers and HR professionals looking to improve their talent management processes and boost business growth. By promoting from within, businesses can reduce recruitment costs, improve employee retention rates, foster talent development, and ultimately drive better performance across the organisation. 

With staff turnover rates on the rise and competition for top talent increasing, adopting an internal recruitment strategy is more important than ever for employers looking to stay ahead of the curve. Get an Applicant Tracking System in place now for an even more streamlined hiring process, or book a demo with Applied for a view of how we can support your short and long-term hiring needs. 


H3: What is internal recruitment and how does it differ from external recruitment?

Internal recruitment is the process of filling open job positions within a company by promoting or transferring current employees instead of hiring externally. This means that, instead of looking for candidates outside of the company, employers and HR professionals focus on identifying and training internal staff who have the potential to fill the roles.

What are the best practices for implementing internal recruiting programs?

Here are some best practices for implementing internal recruiting programs:

  1. Identify potential candidates: Employers and HR professionals should identify employees who have the skills and experience required for the open positions and can benefit from leadership development and training.
  2. Promote and transfer: Employers and HR professionals should actively promote and transfer current employees to fill open positions. This will increase staff retention, reduce staff turnover, and improve overall staff satisfaction.
  3. Create opportunities for talent development: Employers and HR professionals should invest in training and development programs to help employees improve their skills and prepare for future roles. This can include mentorship, skills transfer, and leadership development programs.
  4. Evaluate and assess performance: Employers and HR professionals should conduct regular performance reviews to identify high-performing employees who are ready for new challenges and promotions.

Applied is the only ATS you need to streamline your recruitment process and make intelligent data-driven hiring decisions. Save time and resources using our skills-based candidate assessment tools to rapidly narrow down the talent pool and improve quality of hire. Book a demo today.