Internal Candidate Process
Handle internal applicants with care.
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Design a process for internal candidates. Role and the internal applicant(s): [ROLE_AND_APPLICANTS]. Company policies on internal moves: [POLICIES]. Concerns (morale, manager relations, fairness): [CONCERNS]. Produce: rules for posting and applying (open to all eligible, same criteria as external candidates, how the current manager is informed and when); an interview approach that avoids insider shortcuts (the same structured questions, a panel including someone outside the team); how to give feedback to unsuccessful internal candidates (a live conversation within 2 days, specifics tied to criteria, a development plan, and follow-up); transition planning if selected (handover, backfill, timeline); and a communication plan. Add scripts for the hiring manager: telling an internal candidate they were not selected (100 words), and telling a team about an internal promotion (80 words). Include a table of risks (favoritism perceptions, loss of the candidate's current expertise) with mitigations. Check pay and contract changes with HR and the law in [JURISDICTION] [VERIFY]. Please use the output as a draft only; it is not legal or HR advice. Run all legal, contractual or policy content past an employment lawyer or HR professional who works in [JURISDICTION] first.
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