Pros & Cons of Internal Promotion

When looking to fill a new building services engineering vacancy, there are two ways that engineering consultants can go about the process. They can either rely on external recruitment or go with internal promotion, which according to experts is often overlooked. Internal promotion is the practice of looking within the company to fill a position. As is the case with an external hire using a recruitment agent, there are specific pros and cons of hiring internally.

Advantages of Internal Promotion

There are several benefits that come with developing a proper internal promotion function. From better employee engagement to shorter hiring time, here are some of the pros that companies can expect from internal promotion.

Boosts morale

One of the most significant advantages of internal promotion is the impact on existing employees. When word gets out that the company is looking to hire internally, that boosts the morale of existing employees. Even the engineers that don’t get the position are excited by the prospect of future career growth. As a result, the mood in the workplace improves significantly.

Saves Time

Pre-hire: The company will already be familiar with the internal candidates, which means that they can skip over many tedious steps.

Post-hire: There’s no need to spend any time worrying about integrating the new hire as they’re already familiar with the company culture. It also reduces the need for additional training information as the employee will already be familiar with most of the processes.

Lowers Cost

Internal promotion costs significantly lower than external recruitment, but that’s not the only way it helps keep costs down. Engineering companies save more money by reducing the time to hire and having lower on-boarding times. Additionally, it helps reduce the amount of money that the company has to allocate towards training new engineers on the team.

By keeping the costs from the recruitment process minimal, organisations can dedicate resources towards other aspects of the business that require investment.

Disadvantages of Internal promotion

Some of the disadvantages of internal promotion include employee discontent and a limited pool of applicants. Here’s a quick rundown of the disadvantages that organisations can expect by relying on internal promotion.

Employee Discontent

In an ideal world where everyone wants the best for each other, this wouldn’t be an issue. However, engineers are known for having a competitive streak. It can be difficult for employees to adjust to a new boss who was once a peer in any workplace. The shift in roles and responsibilities can be harder for certain employees to embrace.

It can also be demoralising for the employees that applied for the role and didn’t land the job. Their feelings can also change over time and lead to them becoming bitter.

Constantly Plugging Gaps

One of the main constraints of internal promotion is that it’s essentially filling a new role, but it’s also opening up an entirely new position. When company’s recruit internally, they have to shift employees around to fill the position being left by the promoted employee. Often, it becomes challenging for companies to constantly shuffle their workforce around to fill these gaps.

Conclusion

Developing an internal promotion process can help the organisation if they’re looking to fill in a position quickly and save money. However, in certain situations, it can seriously hamper an engineering company’s recruitment process. That’s why a lot of times, organisations employ a mix of both external and internal promotion.

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Author: Danny Main is a co-owner & Director at Responsum Global. He has over 15 years’ experience matching the top building services engineering talent with the best employers. He has over 100 written success stories. He’s active on LinkedIn, is a host on The Building Services Podcast, and a regular writer on The Building Services Blog. He loves football, talking properties and owns a cat that is bigger than his dog.

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