internal employee application process template

Internal Employee Application Process Template

This template provides a basic structure for your internal employee application process. And it works as a starting point for building your company’s policy. We highly suggest adding, changing, or rearranging content to make it your own!

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Purpose

Our internal employee application process describes how we hire from within our company to fill open roles. We are committed to investing in our employees and helping them grow their skills and gain experience while working with us. In this policy, we outline our procedure for internal recruitment and clarify our rules for internal mobility.

Next : Scope >

Scope

This process applies to [all full-time and part-time employees].

Next : Our internal employee application process >

Our internal employee application process

Our company encourages promotions and job moves that will help employees hone their skills and advance their careers while helping us meet our company goals and objectives. We are committed to this policy and will do whatever we can to help you realize your career goals at [company name].

We encourage employees to move across teams, departments, and locations within our company if this move fits with their career plans and they’re qualified to perform the job. Our only requirement is that employees must complete their [three-month] onboarding period before they can change roles.

You don’t need the consent of your manager to apply for an internal job opening, but we encourage you to be open about your career goals. Discuss your aspirations and preferred career path during 1:1s with your manager or during performance review meetings. If your manager has an idea of your plans, they’ll be able to help you advance within our company and advise you on the best internal opportunities, or even refer you when the right job comes up.

Next : Internal hiring process >

Internal hiring process

The following is the process we’ll take when posting any new position for which internal candidates would be appropriate:

  1. Hiring teams determine whether there are internal candidates who can fill a position. Hiring managers will determine if they have qualified employees already in mind and recruiters should consult our company’s succession plan. If they find qualified candidates, they will contact them directly.
  2. Hiring teams will post a job ad if needed. If hiring teams don’t have specific internal candidates in mind, they can post a job internally to give employees the chance to apply.
  3. Recruiters will prepare a job ad and communicate it to employees. Hiring managers will help describe job duties and requirements. The job ad will be posted via [email, intranet, company newsletter, or other available means.]
  4. Hiring teams will evaluate internal applications. Hiring managers are obliged to evaluate all applications from internal candidates and recruiters will inform them about the outcome.
  5. Hiring teams will interview short-listed internal candidates. Internal candidates don’t need to pass through phone screens and multiple interview rounds. Depending on the position, hiring managers will interview candidates once and use assessments to evaluate their skills.
  6. Recruiters will update all internal candidates. Hiring teams will inform employees about the status of their application and will give internal candidates feedback on why they were rejected.

Hiring teams will keep all applications confidential.< It’s at our internal candidate’s discretion whether they want to tell their manager that they applied to an internal job. Hiring teams must ensure that applications remain confidential until a candidate is hired. When an employee is hired for another role, there will be a [two-week] notice period before they change jobs to give their manager time to begin the hiring process for filling their position.

Next : Manager’s responsibilities >

Manager’s responsibilities

Managers are responsible for helping employees learn and grow. Our hiring practices aim to ensure that each team will always have talented people to perform each job. Therefore, helping team members move inside our organization, and promoting them to more challenging positions is good for our business.

Our company will provide you with training on how to create career paths for your team members and help them become better at their jobs. We ask you to:

  • Always think about what’s best for your team members in terms of their personal and professional growth.
  • Actively participate in our succession planning efforts.
  • Recommend qualified team members for open roles in our company.
  • Regularly discuss advancement plans and learning opportunities with your team members.

Our company will recognize employees for their skills and hard work. But above all, we want to make sure that our employees learn and succeed within our company. To achieve this, all managers and team members should talk freely and frequently about what career moves make sense for their abilities and motivations.

Next : Questions? Comments? Concerns? >

Questions? Comments? Concerns?

Have a question about this policy? Reach out to [HR contact].

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