Our philosophy is to promote from within whenever possible. Several years ago, we received employee feedback suggesting the need for a better process to ensure that all internal employees are made aware of and have the opportunity to apply for open positions. As a result, we implemented a policy that clearly outlines this process, including eligibility criteria and every step from job posting to acceptance of an offer. All jobs are posted to the company intranet and in an internal database, allowing employees to view open jobs at their discretion, review all job details and requirements, ask questions about the role, and submit an application. The internal application process includes submission of a current resume and a short, informal questionnaire to provide additional details about the employee's experience and interest in the position before the interview. We've found that offering internal applicants the chance to express their interest and qualifications in this way lessens anxiety about the process and creates a more authentic experience. As a result of this policy and process, we've consistently seen more internal applicants and have been able to extend more job offers to internal candidates. In the event an internal candidate is not selected for a particular role, that employee is provided feedback on their application to determine potential areas for growth, followed by the option to participate in both internal and external training and development opportunities to help them improve their skills and qualifications for future roles.
To ensure internal candidates have the same access to information and resources as external candidates, we adopt a fair and transparent process. Job postings are shared internally via the company intranet, emails, or team meetings. Internal candidates are provided equal access to recruiters for role discussions and guidance on resume updates or interview preparation. The application and interview processes are standardized for all candidates, and internal applicants receive constructive feedback at every stage. Example: For a healthcare role like Radiology Technician, the job is posted on the internal portal, and internal candidates including previous contractors etc are invited to apply. A quick session is held to guide them on resume updates and interview tips. The same panel evaluates both internal and external candidates, ensuring equal treatment. Feedback is shared with internal applicants, emphasizing growth opportunities.
Ensuring that both internal and external candidates access the same information and resources during the hiring process is pivotal. At Modern Campus, we make sure every candidate receives identical access to our "Career Pathways" resources, detailing job functions and growth opportunities. This levels the playing field by eqiipping all applicants with a comprehensive understanding of what a position entails and possible future progressions. In practice, we use our "Connected Curriculum" product to facilitate internal learning sessions that mirror external candidate orientations. This includes offering insights into the e-learning market trends that are central to our operations, which internal candidates might not have direct exposure to in their roles. This approach not only ensures equality but also reflects our broader mission to improve the learning experience for everyone involved. The consistency of information shared leads to better informed and more engaged candidates, ultimately aligning with our "Learner to Earner Lifecycle" motto and core philosophy.