What are the benefits of an internal job posting?
The benefits of an internal job posting is to foster a workplace where qualified employees are encouraged to seek various career opportunities, gain valuable work experience, enhance their competencies, and increase job satisfaction.
It is the policy of the Company to maintain a high level of integrity and fairness while recruiting internal staff. The Company shall show transparency in its recruitment actions and shall ensure it recruits, trains, develops, and retains the best talent.
The Company will recruit qualified internal candidates to fill vacant positions and meet the organization strategic objectives in accordance with the approved manpower budget and organization structure.
The Company is an equal opportunities employer and will select internal candidates solely on the basis of merit.
Internal Job Posting Process
Job vacancies identified for internal recruitment will be posted (via the intranet / company bulletin board/newsletter) for a period of two (2) weeks. The posted position will have the corresponding job description and job requirements.
Interested employees may apply for a posted position if they have been in their current position for a period of six (6) months and they meet the minimum qualifications of the position. The releasing manager must be given sufficient time to replace/recruit a replacement subject to negotiation and will not to exceed two (2) months.
Employees interested in a posted vacancy must submit an updated resume (which reflects their current position, competencies, etc.) and an Internal Application Form to the Human Resources Department (HRD). The employee should inform his/her immediate line manager of their intention to apply for an internal vacancy.
The HR Recruiter & hiring line manager will review and consider all internal applicants. Internal candidates will be considered based upon the candidate’s competencies, performance, and qualifications. Those best qualified shall be interviewed by the HR Recruiter & hiring line manager.
Generally, a HR Recruiter and the hiring line manager will review the employee’s personnel file to include performance feedback evaluations, training and any formal disciplinary action. The hiring line manager is strongly encouraged to contact the internal applicant’s immediate line manager to discuss and or request information about the internal applicant’s performance history.
All interviews should be normally conducted by a minimum panel of two (2) members consisting of the hiring line manager & the HR Recruiter. The recommendations of the panel shall be submitted to the concern department director and CEO who will make the final selection decision & approval.
If the employee is selected for the position, the hiring line manager and HR Recruiter will coordinate the transfer process, if required. Generally, two to four weeks notice is given based upon the needs of both areas.
HRD will notify all employees who were not selected for interview and to those who were interviewed but not selected for the vacant position.
Based on the approved Personnel Action Form (PAF), HRD will issue an employment offer / contract addendum and update the employee payroll record accordingly.