Policy

1. Introduction

The Internal Hiring Process Policy is designed to provide existing employees with the opportunity to grow within the organization. It encourages internal mobility, motivates the workforce, and retains valuable talent. This document outlines a clear and transparent process for all internal applicants.

2. Policy Guidelines

2.1 Purpose

• To provide internal employees the chance to apply for open positions.
• To retain and promote qualified talent within the company.
• To ensure a fair, transparent, and consistent hiring process.

2.2 Scope

• Applicable to all permanent employees who have completed at least 6 months in their current role.

3. Internal Job Posting

3.1 Job Announcement

• All job openings will be posted internally on the company’s portal or communicated via email.
• The posting will include the job title, department, job description, qualifications, and the deadline for applications.

4. Eligibility Criteria

4.1 Minimum Requirements

• Employees must meet the qualifications and experience specified in the job posting.
• Employees must have completed a minimum of 6 months in their current role unless exceptions are made.
• Employees must have a satisfactory performance record with no ongoing disciplinary actions.

5. Application Process

5.1 Submission

• Employees interested in a position should submit an internal application form or email their interest.
• An updated resume and cover letter may be attached.

5.2 Supervisor Notification

• While employees should inform their current supervisor, the process remains confidential, ensuring it does not affect their current role.

6. Selection Process

6.1 Application Review

• HR and the hiring manager will review all internal applications.

6.2 Interview and Evaluation

• Shortlisted candidates will be invited for an interview with the hiring panel, consisting of HR and relevant stakeholders.
• The candidate’s qualifications, past performance, and fit for the new role will be evaluated.

6.3 Manager Feedback

• Feedback from the employee’s current manager will be considered during the selection process.

7. Offer and Transition

7.1 Formal Offer

• Once selected, the employee will receive a formal offer for the new position.

7.2 Transition Period

• The current manager and the selected employee will coordinate the transition timeline and handover process.
• The employee must complete any pending projects before starting their new role.

8. Non-Selection Feedback

8.1 Feedback for Development

• Employees not selected will receive constructive feedback to help them prepare for future internal opportunities.

8.2 Encouragement for Future Applications

• Non-selection does not affect the employee’s current role, and they are encouraged to apply for other internal positions.

9. Confidentiality

• All applications and selection processes will be handled with strict confidentiality to avoid workplace disruptions.

10. Conclusion

Our internal hiring process emphasizes growth and development opportunities for employees. By participating in this process, employees are encouraged to take charge of their career growth while we continue building a motivated and thriving workforce.