Common HR Practice: Posting Positions Externally Despite Internal Candidates

The age-old question in human resources is whether it's common for organizations to post positions externally, even when an internal candidate has been selected. This practice is indeed common, and for several strategic reasons. Let's dive into the rationale behind this approach and why it's often employed.

The Reasons Behind External Postings

Transparency: One of the primary reasons for posting positions externally is to promote transparency in the hiring process. By doing so, organizations show that they value open competition. This transparency can build trust and credibility among both existing employees and potential applicants.

Compliance: Many companies have policies or legal requirements that mandate external postings. These regulations help ensure fairness and equal opportunity for all candidates, regardless of their current or former employment status within the organization.

Backup Options: Even if an internal candidate is preferred, organizations often choose to consider external candidates as a backup. This is crucial in case the internal candidate declines the offer or does not fit the role as expected. This practice helps mitigate risks and ensures that the organization remains agile in matters of recruitment.

Diversity and Inclusion: External postings can attract a diverse pool of candidates. This is particularly important for organizations that prioritize diversity and inclusion as key components of their mission and values. By reaching out to a broader range of candidates, companies can enhance the quality and diversity of their workforce.

Market Insights: Conducting interviews with external candidates provides valuable insights into the job market. This can help organizations understand current trends, such as skill gaps, salary benchmarks, and emerging technologies. Such knowledge can be instrumental in making informed hiring decisions and staying competitive in the industry.

Organizational Policies and Guidelines

Many organizations have internal policies that dictate the need to post positions externally for a certain period. These policies are often put in place for additional strategic reasons:

Avoiding Nepotism: By publicly advertising the position, the hiring manager is offered a wider range of candidates. This reduces the likelihood of just recommending a friend for the job, thus promoting fairness and avoiding nepotism.

Equal Opportunity: Posting positions helps organizations demonstrate that they actively consider candidates from diverse backgrounds. This is particularly significant for organizations that must report to the Equal Employment Opportunity Commission (EEOC) or have their own diversity and inclusion initiatives.

Objectivity in Hiring: Posting positions externally ensures that internal candidates apply on an equal basis as external candidates. This practice helps organization identify the best candidate for the job, regardless of their current status within the company.

The Importance of Compliance and Guidelines

It is essential for HR professionals to stay informed about specific guidelines and policies within their organization. While some organizations may have protocols in place, others might not. In the absence of such guidelines, it may seem less necessary to post positions externally, especially when a suitable internal candidate is present.

However, it's always prudent to check and understand the organization's policies to ensure compliance and maintain best practices in the hiring process.

Conclusion

In conclusion, while it may appear redundant to post positions externally when an internal candidate has been selected, this practice serves multiple strategic purposes. It promotes transparency, ensures compliance, provides backup options, enhances diversity, and offers valuable market insights. By understanding and adhering to internal policies and guidelines, HR professionals can make informed decisions that benefit both the organization and its workforce.