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Internal job posting announcement example

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Internal job posting announcement example
September 08, 2019 Wedding Anniversary Wishes No comments

For example, if you want to add a new supervisor to your team, have a look among your Advertising a job position through internal channels could motivate any staff who Post the job on your corporate website if you don't have an intranet.

The right way to apply for an internal job

Just because you’re already an employee at your company doesn’t mean you’re a shoo-in for a job opening. Here's how to leverage your insider status to your advantage.

If you love where you work but are looking for a change, you should have your ear to the ground for job openings within your company. But being an employee at your company doesn’t necessarily mean you’re first in line for internal jobs.

“It’s really easy for internal candidates to think they’re a shoo-in, but you still have to bring your A-game,” says Teri DePuy, a Colorado-based career coach at ICC, Inc.

Applying from within doesn't always give you an in; you still have to use professional tactics to nab an internal job. After all, “You never know what the caliber is of the external candidates that you’re going up against,” says Millennial workplace coach Yuri Kruman. Use these tips to get your name to the top of the pack.

Construct an internal support system

“You really need people from the inside who are going to champion you,” Kruman says. Thus, getting buy-in from your boss is crucial. Though you may not want your boss to know you're seeking a new job opportunity, blindsiding your manager—or having your manager hear from somebody else that you’re applying for another position—could create bad blood between you and your boss, which can hurt your job candidacy.

If you’re honest about your intentions, your manager should be willing to put in a good word for you.  Moreover, you should solicit referrals from other employees as well. “Ideally, you want an advocate who works in the department that you’re applying for,” says Kruman. If that’s not an option, obtaining recommendations from your mentor, co-workers, or direct reports can help you establish yourself as a top performer at your company.

Meet with the HR representative that’s responsible for the job opening

In addition to discussing the position with your current boss, you’ll want to connect with the HR rep that’s assigned to the job posting. This person can provide you with key information, such as the salary range, job requirements, and why the role has become available. In addition, the HR rep can help you practice for the job interview. Pro tip: In many cases, the interview process is the same for internal and external candidates, DePuy says, “so don’t let your guard down.

Leverage your position and success within the company

Since you have firsthand knowledge of how the company operates, its goals, and its core values, you just might have an edge over external job candidates. Therefore, “you have to drive home the fact that you’re already in the same club and know the inner workings of the organization,” Kruman says.

One way to convey that message is via your cover letter. In it, explain what makes you a natural fit for the position: You're already familiar with the company's culture, there would be no onboarding time for things like orientation and paperwork, you would adhere to the same high standards that are currently expected of you, and you would welcome the opportunity to build upon your success and continue your career at the company.

But again, this isn’t what you should rely on to get you the job; let your strengths and achievements—specifically how your accomplishments have benefitted the company—do that for you.

Use your insider advantage to ask smart questions

Even though you’re already an employee, Kruman still recommends asking the hiring manager at least three questions to show you’re interested in learning more about the position. Use your internal knowledge to craft pointed questions. “If there is an internal announcement that a new product is being launched in that department,” DePuy says, “it’s totally fair game.” Not only does this reinforce the fact that you’re already part of the company, it also demonstrates that you keep up with the latest insider news.

Send a thank-you letter

Even if you think an offer is in the bag, you can always improve your chances of getting the job by sending your prospective boss a handwritten thank-you letter, says Monster’s resume expert Kim Isaacs. Your letter should emphasize your core strengths and achievements—specifically how your accomplishments have benefitted the company—mention something that came up during the interview (e.g. “I enjoyed learning about your team’s goals for next year”), and, of course, reiterate that you’re already an employee.

Update your resume

Many internal candidates don't think about their resumes, assuming that it's all in the family and the new internal position is merely an extension of their current one. Bad idea. Could you use some help making sure your resume doesn't get overlooked? Get a free resume evaluation today from the experts at Monster's Resume Writing Service. You'll get detailed feedback in two business days, including a review of your resume's appearance and content, and a prediction of a recruiter's first impression. Monster's experts will help you properly include relevant skills necessary for the new position, as well as all the achievements you've earned since joining the organization.

Internal Job Posting and Requisition Process Policy job vacancy occurs, employees may follow the job requisition process to Announcements section on the home page. Examples of such waivers include placement of displaced.

3 Ways To Promote An Internal Job Posting

internal job posting announcement example

Use this internal job posting email template to announce open positions and encourage current employees to apply.

In your email include:

  • Job title
  • Department (optionally, mention manager’s name)
  • Location (if applicable)
  • Key responsibilities
  • Requirements
  • Application process and deadline

Clarify whether you plan to or have already made this job opening available to external applicants. If you’ve published the position (either to a job board or to your company’s intranet) add a link to the full job description.

You could also attach your company’s internal job posting policy or prompt employees to refer to it for more details about your application process.

Note that it might be best to send this internal job posting email only to eligible employees (e.g. those who have the desired skills or don’t need to relocate.)


Email subject line: Internal job opening: [Job_title] / Looking for a new [Job_title]

Hi all,

As you may already know, there’s a vacancy for a [Job_title] in our [Department, e.g. Marketing Department.] Although we plan to publish this job opening to external channels, we strongly encourage any current employee who is interested in the role to apply.

Our new [Job_title] will work on the [e.g. Product Marketing] team and be responsible for [mention two or three main duties.]

To be considered for this role, you [mention must-have and nice-to-have requirements, e.g. should have experience monitoring and deploying software using Python or Ruby and be interested in learning more about virtualization and automation scripts.]

Click here [insert link to job ad] for a full job description.

To apply for this role, reply to this email by [date] with your resume and explain why you’re interested in this position.

Feel free to contact our HR team [include contact details] or refer to our company’s internal job posting policy [insert link or mention that you’ve attached the relevant file] if you have any questions about the position or the process.

Best regards,

[Your name]
[Your email signature]


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The right way to apply for an internal job

internal job posting announcement example

Internal recruiting is the process of filling vacancies within a business from its existing workforce. On the contrary, external recruiting is how a business looks to fill vacancies from outside.

Companies today use internal recruitment to fill roles in their business that are best suited to having an insider’s view or knowledge, as well as encourage loyalty and a sense of progress for employees. Internal recruiting is an important aspect of any business as it can save time, money and resources when compared to recruiting externally.

Types of Internal Recruiting

  • Promotions: The most widely used form of internal recruiting is the one everybody hopes for – a promotion.
  • Transfers: A transfer typically entails moving to the same job at a different location or a similar level job in a different department.
  • Temporary to Permanent:Similar to a promotion, this involves making a temporary position holder or intern a full-fledged employee.
  • Employee referrals:A hiring managers dream – and an often overlooked type of internal recruiting. Employee referrals are a great, cost-effective way to get qualified candidates in front of hiring managers. Having a system in place to encourage and gamify the employee referral process will help to ensure you see a constant stream of employee-referred candidates.


So, why would you want to hire internally versus looking for talent outside the company? Here are some of the main reasons companies might prefer internal recruiting:

  • Reduces training costs – by leveraging employees that you already have, you don’t need to train new employees. Even if new systems or other small processes need to be taught, not having to go through the entire training and onboarding process is a significant time and money saver.
  • Boost employee morale –everybody wants to feel like they matter in their organization. Promoting from within and/or getting people into roles that they are passionate about will boost both morale and your bottom line.
  • Reduce job posting and screening costs –by recruiting from within, you cut the need to have the hiring manager or recruiter post/advertise jobs and screen unqualified candidates.
  • Decrease employee turnover –in most cases, unplanned turnover is a negative event in an organization. A high employee turnover rate can be a sign that something is wrong in your company. By matching internal candidates with roles that fit their passions and unique skill sets, you can increase the chance that they will stay with your company for the long haul.


Adversely, why would a company be hesitant to use internal recruiting? Here are some of the most often cited reasons:

  • Lack of fresh perspectives – one of the benefits of external recruitment is hiring employees with fresh ideas and perspectives that can result in new insights for your company. By recruiting from within you might miss out on these innovative perspectives.
  • Workplace jealousy – humans are emotional beings. Assuming you make a strong hire, recruiting externally can help you avoid some of the workplace jealousy that results when someone loses out on a promotion that goes to a coworker.
  • Replacing the employee you promote/transfer –in many cases, when someone gets promoted or transferred to a new role the previous position doesn’t magically go away. You are still going to have to find somebody, either internally or externally, to fill that role. Recruiting internally can seem like a quick way to fill open positions on the surface, but if you don’t have someone in mind who is readily available to backfill the old position it can open up an entirely new can of worms.

When to Recruit from Within?

Using an internal hiring process can be very beneficial, but doing it at the right time and in the right situation is key. Here are some best practices to ensure your company is in the right place to recruit from within:

  • You have a system in place to differentiate your internal candidates from external candidates. The last thing you want to do is send a generic rejection email and risk sending a bad signal to valuable current employees, prompting them to look elsewhere.
  • You have determined that having an insider’s perspective for the role would be more impactful and timely than a new perspective.
  • You have an internal job board and/or career ladder so current employees know what is available, and they have a clear understanding of the next steps in their career path at your company.
  • You have evaluated the internal prospects and determined that the candidate up for promotion is truly qualified and not being favored for improper reasons. This will reduce the chance that their coworkers feel unfairly overlooked for the promotion.
  • You have spoken with the management team to decide on logistics for your internal hiring process. For example: would a manager from the design team be able to encourage a sales team member to apply for an open role?

How to Recruit from Within Your Own Company

Taking into consideration the advantages, disadvantages and best practices outlined above, here is a step-by-step guide for how you might go about implementing an internal recruiting strategy.

  1. Set up your processes – get your internal job board running; decide who should be included in making these decisions; and make a clear and concise policy for both managers and employees. Having all of these set up before you roll it out to your employees will save you a lot of time and headache in the future.
  2. Use an ATS (Applicant Tracking System) –adopting an internal recruitment strategy could potentially inundate you with applicants. Have an ATS in place to easily keep track of the entire hiring process of both internal and external candidates. This is paramount to hiring in the most efficient way. A great ATS will also come with employee referral features built right in.
  3. Encourage Your Employees –this strategy only works if your employees actually know you want them to apply internally. Have a meeting with the managers at your company and advise them to encourage employees to look at the internal job board regularly. This will ensure you have a constant stream of qualified internal candidates.
  4. Screen –just because candidates are already employed at your company does not mean the screening process should be any less rigorous. Make sure that people are applying for jobs that fit their skill sets, and that your company would benefit more from a current employee in a new role versus their current role.
  5. Be Fair –the last thing you want is for your nifty new internal recruitment strategy to backfire and cause negativity in the workplace. Have multiple stakeholders involved in the interview and promotion process to quickly weed out internal candidates using a fair and transparent process.
  6. Give Constructive Feedback –not every person who applies for an internal position is going to be qualified or a good fit for that particular role. You want to let unsuccessful internal candidates down easy; a generic copy-pasted rejection email isn’t going to cut it. Offer advice on skills to work on or certifications to pursue that would make them better suited for the role. Suggesting other roles that may be a better fit is also a good way to ease the disappointment of being rejected for a particular role.


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An internal posting is an A&P or USPS job posting that is opened to internal officials may designate a job posting as an “internal posting” by adding verbiage.

Internal apprenticeship job posting (email template)

internal job posting announcement example

Hiring Internally

Depending on the size of your company and its needs, hiring internally can help save money, boost employee morale and establish strong productivity among employees. Here's a brief discussion on the pros and cons of internal hiring followed by a helpful list of reminders on how to approach internal hiring within your own company.

Why Hire Internally?

Small and large companies are starting to cut back on expenses by turning to internal hiring. A primary example of internal hiring is seen in promoting employees within the company. It saves on the overall hiring process costs of advertising an open position, recruiting, sorting through large applicant pools, interviewing, hiring and training new employees. In 2011, the Career XRoads report polled 30 different firms regarding internal hiring. They found that 50.3% of HR managers filled vacant company positions by hiring within. A 2014 study by the College for America (CFA) surveyed 400 employers; according to the poll, ''71% of respondents say their organization's strategy prioritizes the development of existing employees into manager jobs rather than hiring new employees into those roles.''

Hiring within is growing, and according to a Time article by Dan Schawbel, Gen Y career expert and founder of Millennial Branding, it's because of the following reasons:


Hiring within cuts costs necessary for finding and hiring someone outside of the company. Recruiting, training, advertising, travel and relocation costs are practically non-existent when hiring within.


Hiring externally can take months as it usually involves hiring a recruiter who then looks for candidates, interviews those candidates, and then schedules the company to interview the candidates. ''For an internal hire, the process can be over and done with in a few weeks,'' writes Schawbel.


Internal hires find it easier to excel in their work because they are in the same company and they already have a good concept of how the company works, what's expected, how to operate software programs, etc.


Employees want to know that they have the opportunity to move up within their own company. Knowing there's an opportunity to move up encourages employees to stay with the company and work hard for better results so managers and supervisors will notice and promote them into those opened positions.

The Do's of Internal Hiring

The idea of hiring internally is appealing to both employer and employee. But before you jump in and start scouting out potential candidates within the company, make sure you follow a few basic procedures first.

1.) Check company policy regarding internal and external job postings

Did you know that some companies have policies in place that prevent HR from posting open positions internally only? Zenefits HR Advisor Ember DeVaul warns that ''many employers, such as federal organizations and organizations with collective bargaining or voluntary affirmative action policies, have regulations that require them to post all positions externally and internally.''

According to the SHRM, ''Only federal contractors obligated under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA), as amended by the Jobs for Veterans Act (JVA), are required by regulation to post open positions.'' However, other companies may have their own standard rules for job postings which must also be followed. The SHRM notes that some states may have laws pertaining to posting requirements for state government contracts. Other companies may have affirmative action plans (AAPs) in place that also specify the way in which job openings should be posted. Before posting the job opening, check to find out if your company has any of the policies mentioned in place.

2.) Write a policy for internal hiring

If your company has no policy stating how jobs should be posted, then it's safe to assume that the position can be posted internally, externally or both. As you proceed, HR expert Susan Heathfield recommends developing a written policy regarding the advertising and filling of open positions for future HR hiring. ''Employers need to practice consistent, written policies and procedures when hiring,'' says Heathfield. The policy should include guidelines for deciding how to post a position since there is nothing previously state.

  • Review your hiring goal: What are you trying to achieve through the person you hire into the corporation? If you want outside talent, new knowledge and new skills, then advertise outside of the company.
  • Ask yourself if there are qualified applicants within the company: Heathfield suggests looking at the open position and then taking a look at current employees within the company. If qualified individuals are available within the company, then post the job internally and wait to see if they apply. ''Why spend the money or time reviewing external candidates?'' posits Heathfield. ''Just interview each of your internal candidates and select.''
  • Post externally to compare the field of applicants: Find out what outside applicants have that your employees don't have or vice versa. You may find your employees are the best available candidates. Or you may discover that the fresh, new ideas and applications you're looking for are available through an external hire.

3.) Ensure employees know there are opportunities for advancement

''Employees want to believe that if they work hard and contribute, that they will be eligible for internal promotion and job transfers,'' writes Heathfield. ''The opportunity for career development is one of five employee must-haves at work.'' With this in mind, make sure you post job openings where employees will see them. In the post, include a detailed job description, qualifications, who is able to apply for the job (i.e. you have to be with the company for at least a year), the pay, etc. Above all, promote the position. Employees won't apply if they don't hear about the opening.

The Don'ts of Internal Hiring

Now that you have your internal hiring procedures in place and you've advertised the open position, it's time to start scouting out possible candidates, checking references, setting up interviews and filling the open position in as little time as possible. In the process, avoid these common internal hiring mistakes.

1.) Don't approach the applicant's supervisor first

Hiring internally gives you the opportunity to go directly to the applicant and the applicant's supervisor to find out more about qualifications, work ethic, etc. You definitely want to ''talk to both current and future managers before interviewing candidates to assess the needs and concerns,'' says Zenefits HR advisor Ember DeVaul. However, don't go to the supervisor without getting the applicant's permission first. This could cause a rift in communication and tension in the department. Make sure the applicant has discussed the intention of applying for another position with the supervisor. You don't want there to be a misunderstanding. ''Managers might be unhappy if you try to poach their resources without asking!'' warns DeVaul. Make sure everyone is in the know and then proceed to speak with the candidate and supervisor.

2.) Don't forget to follow through

If an applicant isn't selected, let them know and give the individual pointers or tips for next time if possible. Encourage the employee to learn, grow, and apply for future opportunities. Also invite the applicant to share about his experience with the internal hiring process in order to help with future hiring. Follow through is important as it lets employees know the door for future advancement is always open.

Why Not Hire Externally?

Hiring externally can enable companies to gain new perspectives. For instance, an outside candidate coming into the company may have a completely different take on how to process a task or advertise a service. Advertising positions externally through job boards, social media, recruiting services, etc. also helps get your company's name and image out to more people, which can have a twofold purpose of generating more business and creating a larger pool of applicants to choose from.

Just be aware that external hiring can be time consuming and costly. And just like internal hiring builds employee morale, external hiring can hurt employee morale. Hiring outside can make employees feel they have little chance of promotion, which in the long run could decrease overall productivity.

Factoring Company Size & Culture

Hiring outside can help small companies grow. Hiring within is easier to accomplish for larger companies. But... it's not really about size when it comes to hiring the right candidate to fit the needs of the company.

Company culture, according to an SHRM article by Eric Krell, is what's most important when it comes to the decision of seeking internal or external hires. If a company culture is failing its employees from within, it's probably a good idea to bring in new energy and strategy with an external hire. On the other hand, if a culture is thriving and/or is particularly unique and exclusive, hiring within ''builds on existing strengths.''

Choose What's Best for Your Company

Hiring internally and externally can both be beneficial hiring practices. When hiring internally, be sure to consider company policy and promote the position effectively. Avoid approaching the applicant's supervisor first and be sure to follow through.

Once you have identified key areas like company size, culture, and hiring budgets, you will have a better idea of whether an inside or an outside applicant is needed.

WATCH THE VIDEO ON THEME: How to Get a Promotion

Internal to an agency. Some jobs are open to current employees of an agency. . In the job announcement look for the This job is open to section. When the job.

internal job posting announcement example
Written by Kikinos
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