Recruiting from within your business's employee ranks helps keep employee morale and motivation levels high. But limiting your business's recruiting search to internal candidates limits the candidates to choose from. Also, whenever you recruit from within, you always run a risk that otherwise important and valuable employees who don’t get the job may become resentful and even eventually decide to quit.
Initiate these procedures to set up a successful internal hiring process:
Create a pipeline. You can communicate internal job opportunities to your employees in several different ways — everything from posting notices on a password-protected part of the company’s Web site to a bulletin board in the cafeteria to sending an e-mail about the position to passing out internal mail circulars.
Spell out the criteria. Wherever it appears, any notice about a job needs to set specific requirements for the job — length of time in current position, the level of seniority needed, and so on. Include the basic rules in every posting notice.
If you have specific requirements or rules for a specific job, make sure that you clearly note these requirements up front.
Establish procedures. If you don’t already have one, make sure that you establish a procedure for how employees can apply for a position.
Some companies require workers to apply through their department heads, but this approach can be a problem if the department head doesn't want to lose the employee applying for the job. Others enable employees to apply directly to the human resources office. It's your call.
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Source:http://www.dummies.com/how-to/content/creating-a-successful-internal-hiring-process.html
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