Inside Track- Strong internal Candidate  

Recruitment & Selection

Recruitment & selection forms the foundation of building human capital. Getting people with make-it-happen capabilities & attitude gives a great head-start.


Inside Track- Strong internal Candidate


All vacancies must be posted as an Inside Job Post and offered first to the existing employees. This has to be done even in scenarios where a strong internal candidate already exists. This is important to maintain integrity and to give a fair evaluation and chance to all applying candidates.

This refers to the situation where a vacancy exists for a position and where a strong internal candidate has already been identified. This practice recommends that in spite of having already identified a strong internal candidate, the HR department should advertize the vacancy as an internal job posting amongst the other employees with the disclaimer that a strong internal candidate already exists. There are 2 benefits of this. Firstly, as a matter of policy and out of integrity all vacancies must be first advertised in the employee community for internal hiring. This is to say that all employees must know about it & must have a chance at it. If this is not done, employees will invariably tend to interpret this as a pre-arrangement where the senior management had already made up their mind about the strong internal candidate and quickly filled up the vacancy without announcing it. This may be termed as favoritism by some and could possibly sow seeds of discontentment as well. Secondly, having disclosed the existence of a strong internal candidate will discourage other less-than-strong candidates from applying and unnecessarily clogging the pipeline for processing.