Licensed Internal Recruiter

When recruiting talent from within your organization, taking a talent acquisition approach to internal mobility helps to drive better processes, greater employee experience and higher retention. In this Learning Path, find out how to take best practice TA techniques and apply them to internal recruiting, as well as how to build better teams.

Skills covered

Talent Advisory

What you'll learn:

Implement a strategic talent acquisition approach to internal mobility, promoting employee engagement, growth opportunities, and effective staffing of key departments.
Develop and execute campaigns to generate interest in various roles within the organization, using best practices from external talent acquisition to enhance the internal recruitment process.
Foster a more diverse and inclusive work environment by identifying and addressing barriers in traditional eligibility criteria, promoting the best candidates for internal roles regardless of their background.
Enhance employee experience by providing constructive, developmentally focused feedback to internal candidates post-interview, and effectively manage the decline process for unsuccessful candidates.

Presenters include

Holly Fawcett

SocialTalent Expert

John Vlastelica

SocialTalent Expert

Moia Rowsome

SocialTalent Expert

Skills covered

Talent Advisory

What you'll learn:

Implement a strategic talent acquisition approach to internal mobility, promoting employee engagement, growth opportunities, and effective staffing of key departments.
Develop and execute campaigns to generate interest in various roles within the organization, using best practices from external talent acquisition to enhance the internal recruitment process.
Foster a more diverse and inclusive work environment by identifying and addressing barriers in traditional eligibility criteria, promoting the best candidates for internal roles regardless of their background.
Enhance employee experience by providing constructive, developmentally focused feedback to internal candidates post-interview, and effectively manage the decline process for unsuccessful candidates.

This Learning Path Includes 2 Missions

Most often, internal mobility is not managed strategically as a method of staffing and resourcing key departments, but to manage and oversee promotions, leadership training, HiPo programs etc. Companies who develop campaigns for internal mobility are few and far between, but we could learn from the Talent Acquisition playbook in generating interest in different roles in the company, re-engage employees, and provide fresh oxygen in the form of a new challenge and learning opportunity to talented individuals in the company.

Internal candidates deserve more feedback post-interview, especially if they didn't get the job. How do you as a recruiter or hiring manager, ensure internals get the feedback they need to further develop, while also feeling good about the whole experience even if they didn't get the job? There are big risks to treating your company's employees poorly post-interview, so in this mission, John Vlastelica, founder of Recruiting Toolbox, will share best practices for delivering post-interview feedback that helps the candidate develop and also helps you and your company retain strong internal talent that's seeking a new role.