By making use of internal recruitment, the People & Culture team can effectively identify and promote talent from within the organization, which can lead to increased employee engagement, retention, and overall organizational success.
Internal Recruitment Process
The Job Opening
The People & Culture team together with MT approves an open role. This can be a role that becomes available either because a Tiqeteer is leaving their team/the organisation or because the business sees it as a requirement.
Internal Job Posting
The Recruitment team creates a job posting outlining the job description, required qualifications, and any specific instructions for applying. The job posting is circulated internally through company communication channels, such as through posting a shoutout in Hibob or mentioned in the company update. Along with this posting, the role is also posted externally on Homerun and LinkedIn.
Application Submission
Internal candidates interested in the position submit their applications through the usual application process, which includes submitting a resume, any other required documents and may include answering some additional questions.
Conditions you must meet include:
- You need to be working at Tiqets for at least 6 months.
- You have the experience/knowledge as mentioned in the vacancy
- When you apply you must have a performance rating above 3
You do not have to inform your manager upfront when applying to the open vacancy, however please keep in mind that later in the process, before the second interview with the hiring manager/hiring team, you must inform your manager.
Initial Screening
The Recruitment team conducts an initial screening of the internal applications to ensure candidates meet the minimum qualifications and requirements outlined in the job posting. It is possible that you may not be invited for an interview if you do not meet certain requirements. If this is the case, you will be informed about it.
Interview Process
Qualified internal candidates are invited to participate in the interview process, which may include multiple rounds of interviews and/or additional assignments.
Evaluation and Selection
The Recruitment and the hiring team evaluate internal candidates based on their qualifications, skills, experience, and performance during the interview process. The most suitable candidate(s) can be selected for further consideration.
Internal Candidate Notification
The Recruitment team communicates with internal candidates regarding the status of their application, whether they have been selected to move forward in the recruitment process or if they were not selected for the position.
At this stage in the process, if you have been selected to move forward to the second interview, your manager should be informed about your application process.
The final stage and important points to consider
The Recruitment team extends a job offer to the selected internal candidate, including details such as compensation, benefits, start date, and any other relevant information.
Please be aware of your “internal notice period.” When your current department needs some time to replace you or it is a very busy period in your department, there will be a notice period between 1 - 3 months.
If you are accepted for the new position and it turns out the function is not what you expected, it is not possible to automatically go back to your old role. In case the vacancy is still open, you can apply for it, but this will not automatically mean you will be hired.
Feedback and Continuous Improvement
The Recruitment team may gather feedback from both the hiring team and the internal candidate regarding the recruitment process to identify areas for improvement. This feedback is used to refine and enhance the internal recruitment process for future openings.