This week on The HireCast (SNEAK PEEK ALERT) we’re talking about when internal hiring is the way to go. Internal hiring can be a fantastic starting point for a sourcing and recruiting journey, but all too often hiring managers can forget that internal candidates are an option.

There are a couple of different kinds of internal candidates: current employees and candidates that are already a part of your ATS/CRM.


Current Employees

Hiring current employees for an open position could be the answer that you’re looking for. One of the first questions to ask of the hiring manager is whether they can think of any current employees that may be a good fit for the role. There’s a chance they’ve already considered the current staff, but just in case they haven’t that’s a great starting point to suggest.

When hiring someone from the current staff there are some serious pros that come along with that.


Company Culture

If the candidate is already an employee, then you can be sure that they understand the company and company culture as well as them likely having a better grasp on what the expectations of the role might be. Beyond that, promoting someone from within or helping them find a position that fits them better builds morale and trust among the company members. Never underestimate the power of retention in a recruiting strategy!


The Logical Things

When hiring internally, chances are you are going to be spending less because there will be less advertising (if any). In addition to saving cash, you could also be saving time since you won’t have to spend months qualifying potential candidates and can jump right in with a shortlist of people who have already proved themselves.


But just like everything, there can be some downsides to hiring a current employee.


Lack of Diversity

If you’re constantly hiring from within your team, there’s no chance to get some new people, experiences, and knowledge into the mix. Make sure that you don’t just hire internally as a way of keeping your team closed off to other people, hire internally when it’s the right choice.


There’s Still a Role to Fill

If you’ve hired someone from your team to take on a new role, their old role still needs to be filled. This isn’t necessarily a bad thing, but it is definitely something to consider when it comes to deciding whether to look internal or external.


Past Candidates

What about those candidates that are just sitting around in your ATS/CRM? I can’t help but think of that scene in Toy Story 2 when Woody gets put up on the shelf with Wheezy when I think about all of the insanely qualified candidates that are just sitting around in a company’s data waiting to be called again. Quit leaving great candidates sitting there getting dusty when they could be the answer to all your hopes!

If your ATS/CRM is too hard to search through, we literally make a product that will fix that.
If you think it’s not worth it, we’ll direct you to this article from Glen Cathey. It’s from 2012, but the sentiment still rings true.

The bottom line is that data has no value if you can’t retrieve it.”


How to Utilize Internal Hiring in Your Strategy

Start Internal

Outline your hiring goals and decide what you’re looking for from a candidate. Then, before embarking on an external hire journey, think about your internal options. Consider current employees and past candidates and decide whether they would be a good fit for the hiring goals. They won’t always be especially if a hiring goal is to bring in someone with a different background or education, but it’s a great place to start.



If you decide to move forward with recruiting an internal candidate, speak with them to see if it’s something they’re interested in. Even if you think they’re a perfect fit, they may not want to switch roles. Be sure to keep them in the loop throughout the hiring process just like you would for an external candidate or you may end up causing more problems than good.


Strike a Balance

Make sure you’re not always hiring internally. Trust us, word will get around and external people will stop applying even when you really want them. Go for internal hires when you really know you have the right fit and go for external when it’s the right choice.