The State of Internal Recruiting Survey

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* 2. Which best describes your job title or role?

Hiring Manager

HR - Mgr/Director

HR - VP/CPO

HRIS

Operations

Recruiter

Talent Acquisition - VP

Talent Acquisition - Manager/Director

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* 3. What is your country of residence?

Country

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* 4. Does your company have a clearly defined, documented internal mobility process or program established for recruiting existing employees?

Yes

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* 5. Which of the following most closely fits the definition of "internal mobility" most commonly used by your organization?

Identifying and developing high potential workers for succession planning

Preparing or reskilling existing employees for their next job in the organization

Recruiting or qualifying internal applicants for existing job openings or publicly posted roles

Building cross-functional expertise and facilitating knowledge sharing across departments or business units

Converting project based or temporary workers into permanent employees

We don't talk about internal mobility

Other (please specify)

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* 6. Who is responsible for internal recruiting within your organization?

Human Resources Business Partners or HR Generalists

Talent Acquisition or Internal Recruiting Team

Hiring Managers or Senior Leaders

Organizational Design, Workforce Planning or specialized HR function

Hiring managers and business leadership

Depends on the situation or isn't clearly defined

There are no formal internal recruiting programs/does not apply

Other (please specify)

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* 7. What percentage of your overall hires come from internal promotions or transfers?

100

Clear

i We adjusted the number you entered based on the slider’s scale.

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* 8. What percentage of your overall talent acquisition or HR budget is dedicated to internal recruiting or talent mobility?

100

Clear

i We adjusted the number you entered based on the slider’s scale.

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* 9. It is easier for employees to get hired for jobs in our company than external candidates.

Strongly agree

Agree

Neither agree nor disagree

Disagree

Strongly disagree

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* 10. Our employees know where, and how, to find and apply for open jobs at our company.

Strongly agree

Agree

Neither agree nor disagree

Disagree

Strongly disagree

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* 11. We actively market job opportunities to internal employees

All job openings

Most of our jobs

Some jobs

A few jobs

We do not specifically market job openings to existing employees

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* 12. Which of these process requirements applies to your internal recruiting policy (check all that apply)

Verifying minimum eligibility requirements for internal transfers (meets minimum tenure requirements, in good standing, etc.)

Obtaining consent and approval from the employee's direct supervisor or department leader before being allowed to interview

Requiring performance reviews, 360 feedback or other talent management documentation prior to making a hiring decision

Internal candidates must apply for every posted position they're interested in rather than being considered for multiple roles

None of the above/NA

Other (please specify)

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* 13. How does your internal recruiting budget for the next 12 months compare with last year?

Decrease in Spend

Stay About the Same

Increase in Spend

Clear

i We adjusted the number you entered based on the slider’s scale.

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* 14. What is the top factor you use to measure success when evaluating internal recruiting performance?

Increasing workforce diversity and inclusion

Employee engagement/job satisfaction

Employee retention

Financial performance (revenue generation, cost reduction, workforce ROI)

Knowledge sharing and cross functional exposure

Recruitment metrics (CPH, time to fill, quality of hire)

Job performance/performance ratings

Hiring Manager/Candidate Net Promoter Score

Other (please specify)

None of the above

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* 15. When it comes to internal recruiting, how do you rate your capabilities relative to other employers in your market or industry?

Industry Leader/Best in Class

Emerging Leader/Catching Up

About the same as other companies

Slightly behind/Lagging

Falling behind/Laggard

Don't know/lack of benchmark data

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* 16. Which tools or technologies do you use to support internal recruitment?

Internal mobility point solution (Fuel50, PaddleHR, etc.)

Core HCM or ATS platform capability

Automated talent matching/talent discovery

Employee job portal/dedicated internal career site

Organizational Design Software (Happeo, Visio, Freshteam, etc.)

Homegrown/Spreadsheets

We do not use any specific technologies for our internal recruitment process.

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* 17. What additional investments are you anticipating to accommodate internal mobility in the next 12 months?

Significant Increase (more than 10%)

Slight Increase (6-10%)

Slight Increase (less than 5%)

About the same/none

Decrease from previous 12 months

Do not know/Not applicable

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* 18. What is the average tenure of employees in your organization?

Less than 2 years

2-5 years

5-10 years

Greater than 10

Do not know/no data

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* 19. Which of these best describes internal hiring events in your organization?

Backfill or replacement hiring

Mostly lateral/organizational redeployment

Performance based promotion/leadership development

Newly created job or role based on company need

Newly created job or role based on employee capabilities

Just in time/same as external hiring events

Does not apply/do not know

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* 20. Which of the following does your organization require for employees to be eligible for internal mobility?

Tenure in existing job (eg must have been in current role for at least one year)

Job Performance/Satisfactory Performance Reviews ("In Good Standing")

Formal learning or development objectives (rotational programs, mandatory training, leadership development program, etc.)

We do not have any formal eligibility requirements

Other (please specify)

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* 21. How confident do you think employees are applying for an internal role?

Extremely confident

Very confident

Somewhat confident

Not so confident

Not at all confident

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* 22. Which of the following best describes the business reasons behind your organization's internal recruitment strategy?

Lack of successors in leadership or executive management pipeline

Lack of available talent in key markets or to fill key roles

Demands from high potential or high performing talent

Filling too many roles with external candidates/changing source of hire mix

Demonstrate to workers that they have a future with the organization

Provide opportunities for upward mobility

Ability to compete against other employers for top talent

We do not enable internal recruiting/no formal strategy

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* 23. How are managers rewarded or incentivized for internal recruitment or employee development?

Tied to annual compensation/performance bonus

Tied to manager's ability to advance or be promoted within the organization

Tied to both compensation and advancement decisions

Tied to headcount or budget increases

We have no formal recognition or rewards for internal mobility

Don't Know

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* 24. To what extent do you agree with this statement: "Our company is a career destination"

100

Clear

i We adjusted the number you entered based on the slider’s scale.

The State of Internal Recruiting

SmartRecruiters Internal Recruiting Survey

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* 1. How many full time employees does your company have?

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* 2. Which best describes your job title or role?

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* 3. What is your country of residence?

Question Title

* 4. Does your company have a clearly defined, documented internal mobility process or program established for recruiting existing employees?

Question Title

* 5. Which of the following most closely fits the definition of "internal mobility" most commonly used by your organization?

Question Title

* 6. Who is responsible for internal recruiting within your organization?

Question Title

* 7. What percentage of your overall hires come from internal promotions or transfers?

Question Title

* 8. What percentage of your overall talent acquisition or HR budget is dedicated to internal recruiting or talent mobility?

Question Title

* 9. It is easier for employees to get hired for jobs in our company than external candidates.

Question Title

* 10. Our employees know where, and how, to find and apply for open jobs at our company.

Question Title

* 11. We actively market job opportunities to internal employees

Question Title

* 12. Which of these process requirements applies to your internal recruiting policy (check all that apply)

Question Title

* 13. How does your internal recruiting budget for the next 12 months compare with last year?

Question Title

* 14. What is the top factor you use to measure success when evaluating internal recruiting performance?

Question Title

* 15. When it comes to internal recruiting, how do you rate your capabilities relative to other employers in your market or industry?

Question Title

* 16. Which tools or technologies do you use to support internal recruitment?

Question Title

* 17. What additional investments are you anticipating to accommodate internal mobility in the next 12 months?

Question Title

* 18. What is the average tenure of employees in your organization?

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* 19. Which of these best describes internal hiring events in your organization?

Question Title

* 20. Which of the following does your organization require for employees to be eligible for internal mobility?

Question Title

* 21. How confident do you think employees are applying for an internal role?

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* 22. Which of the following best describes the business reasons behind your organization's internal recruitment strategy?

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* 23. How are managers rewarded or incentivized for internal recruitment or employee development?

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* 24. To what extent do you agree with this statement: "Our company is a career destination"

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* 25. What did we miss? Anything you'd like to add?