You’ve applied for your ideal job & attended a few interviews. You're close. Then you hear “You’re a great candidate, but we’ve gone with an internal candidate.” AAAAARRRRRGGGGGHHHHH!
In one of the worst job markets since 2001, job seekers are facing unprecedented challenges. From the fiercely competitive job market to lengthy application processes, unclear job descriptions, automated rejections, ghosting, & both conscious & unconscious biases, the hurdles are frustrating.
And just when you think you’ve cleared all these obstacles, another one rears its head: the infamous ‘internal candidate.’
Now, let me be clear. I’m a huge advocate for hiring internally. Promoting from within is cost-effective, boosts loyalty, retains intellectual property, improves morale & often shortens the hiring process. It’s a brilliant strategy.
HOWEVER, best practice recruitment would surely dictate that internal recruitment processes should be conducted BEFORE launching an external campaign.
Running both simultaneously might seem smart to employers, but it can end up wasting time for both recruiters & job seekers, & unnecessarily increase internal costs. Plus, shouldn’t organisations have robust succession planning strategies in place to predict when internal candidates are ready for promotion or redeployment?
Or is something else going on? Is the sudden appearance of an ‘internal candidate’ code for “We’re sorry, but we don’t think you’re suitable for the role”?
I recall a story from a frustrated job seeker who was on his third interview with a large Australian insurer. Despite being encouraged to apply by an internal recruiter & progressing through multiple rounds, he was ghosted. He persisted to seek feedback & was eventually told an internal candidate was chosen. The very next week, his best friend announced on LinkedIn that he had landed the job. WHAT THE?
Unfortunately, there's not much job seekers can do about the 'internal candidate'. However, you can ask the right questions at the start of the campaign. Ask the recruiter or employer:
✅ have you completed your internal campaign?
✅ are there any internal candidates in the mix?
✅ how many candidates are being considered?
✅ where do I feature in the pecking order?
Keep asking these questions throughout your campaign.
As for employers, it's easy. Please conduct your internal campaigns before you go external & be honest with candidate feedback - a transparent process & honest feedback is better than an excuse.
#JobSearch #ITRecruitment #InternalCandidates #ITContractors #HiringPractices #careerAGILITY Talentology AU
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