Question: Is having an internal job board a best practice?


We are a fast growing, medium-sized business with about 100 employees.

We are thinking of introducing a job board on the intranet and make it mandatory for all open positions to be posted there. Positions which cannot be filled internally in 4 weeks will be posted on our website to attract external hires.

Our apprehension is that since most positions will have maybe 1 likely internal candidate (at most), the employees may have an adverse reaction.

Thanks for your suggestions.

3 Expert Insights


Most corporations 10-100x your size have just such an internal job board and policy. But they also tend to have 10-100 likely internal candidates...

What is your intent in implementing this policy? What benefits, monetary, and otherwise, would the organization realize? What benefits would management realize? What benefits would employees realize?

Balanced against that are the negatives. What negatives would the organization, management, and employees realize with the new policy?

Look at the benefits vs the negatives - don't just look at how many there are in each column. One big benefit can cancel a dozen negatives (and vice-versa).


It is my understanding that the primary value of internal job boards is twofold: (1) they can help increase the speed with which job-openings are filled; (2) they can help decrease employees' beliefs that positions are being filled, unfairly, based on politics rather than merit. But listing new positions, internally, for more than 2 weeks before going "public" defeats (item 1) -- especially if the internal pool of candidates is not as strong as you need, at present.

Unlike my colleague, above, I believe that requiring all new job openings to be posted IS good practice -- especially because of (item 2). If employees feel that current hiring processes lack transparency, it's incumbent upon you to increase said transparency. (And send a message to hiring managers who may not have been sufficiently transparent up until now, as well.)

Giving your employees a "heads-up" as to the jobs being posted sends another important message to employees, even if they're not qualified for the openings -- especially if they're not qualified for the openings. Why? Because these are the jobs of the future for your organization. And if employees want to be part of that future, they will now be able to see what competencies are important for them to develop. Should you then be able to promote some employees who took it upon themselves to focus their attention on learning such competencies is a wonderful story to tell, far and wide.

But 4 weeks too long to wait before looking outside.


Having done title pipeline management and executive search for many years, I can share with you that this intranet posting would most likely be very effective on two fronts:

First of all, creating a referral network from employees who already understand what the organizational culture is and what a "good fit" looks like

Second, and equally  important, this would allow current staff to "see" where the opportunities and needs are as well as the skill set that is required.

This disclosure, or transparency can work wonders for engagement and motivation. It helps them understand where they currently fit or could move to within the context of the whole company.

I agree with Barry that 4 weeks could be a bit on the long side to wait (depending on the relative difficulty of finding the desired skill set) and that focus on internal hires first demonstrates  commitment to the existing staff as well as clearly communicates the direction in which the company is heading - both positives! You may also want to consider  leveraging additional social media strategies such as twitter depending on the desired target population. Good luck!