An internal job posting announces an open role to current employees before, or instead of, advertising it outside. For frontline teams, it only works if every shift actually sees it in time.
A grocery chain opens a shift lead role for evenings at its north store. The posting goes to all staff at both stores through the team app with a read confirmation, and is pinned in the break rooms, for 7 days before any external ad. It states $19.50 an hour, Tuesday to Saturday 2 to 10:30 p.m., and eligibility after 6 months.
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Nine employees apply, including two from the south store’s night crew who would not have seen a break room notice at the north store. Read confirmations show 92% of staff opened the post within 3 days. The role goes to a south store night stocker, and the posting is closed with a short note to all applicants, including those not selected, on the day of the decision.
Internal applicants watch the process closely, because their coworkers will see who got the job. Decide the steps before the posting goes out: who screens applications, which interview questions everyone gets, and how the current manager’s input is used. Use the same interview scorecard for every internal candidate.
Tell every applicant the decision before it is announced to the team, and offer each unsuccessful applicant a short conversation about what would make them a stronger candidate next time. An employee who applies, is turned down kindly and gets one specific goal is much more likely to apply again than one who learns the result from a group message.
A manufacturer posts a maintenance assistant role internally for 10 days and gets no applications. Asking around, HR learns that operators assumed they needed an electrical license, which the posting listed under requirements.
The license was a nice-to-have that the company would pay for in the first year. HR reposts with must-have and nice-to-have requirements split, and adds the training plan. Four operators apply within a week, and the one selected starts the license course the following month.
To give current employees a fair chance at open roles, fill positions faster with people who know the business, and support career growth.
Commonly 5 to 10 days, long enough for every shift and location to see it, including people on days off.
Usually not by law, unless a union contract or policy requires it. It is a common good practice.
Internal posting is the open announcement. Internal recruitment is the wider approach of filling roles from within, which can also include direct invitations.
Commonly 5 to 10 days, long enough for every shift and anyone on scheduled days off to see it. Check how many employees opened it before closing.
A clear policy should let eligible employees apply without their manager’s permission, with the manager informed and able to plan the handover.
Announcements by location, department or role, and a company feed with surveys and read confirmations, so frontline staff see the same news.