Before opening a job to the market, it pays to look inside. Internal Recruitment, in the Skills menu, compares your company's employees with the job and shows who fits it best, criterion by criterion, based on what the platform already knows about each person.
What it solves for you
Finds people on your team who already have the job's profile, before you look outside.
Uses data the company already has: skill maps, Skills profile, LinkedIn and assessments.
Shows, criterion by criterion, where each person meets the job and where the evidence came from.
Tracks who was called, with notes and history for each person.
Who can use it
Coodesh turns Internal Recruitment on for each company. To activate it, talk to your account manager.
Once it is on, the company's administrators open Skills › Internal Recruitment. To give a manager access, grant the Manage internal recruitment permission, in the Internal recruitment group of the access profile.
Create the job
In Skills › Internal Recruitment, click Create job.
Choose where the description comes from. With Careers (Skills), pick the career, the track and the position: the job uses the position as it is in Careers (description, skills and levels, salary range and occupation code), and you can add extra requirements. With Create from scratch, write the description, the requirements and the differentials. Job Board (Hiring) is coming soon.
Review the criteria. They come from the position (or from the requirements and differentials), and you can edit, delete or add them, marking each one as Mandatory or Desirable. Mandatory criteria weigh twice as much in the match %.
Choose the sources the analysis reads for each employee: Skill maps (the history of answers, with the date of each map), Skills profile (current role, career, skills and levels), LinkedIn (summary, experience, education and certifications) and CV, when there is one. In Assessments used, optional, pick the company's internal assessments: the overall score of whoever took them counts.
If you want, limit the comparison to one career and check Leave out who already holds the job position.
See the initial analysis, at no cost
When you create the job, the platform runs an initial analysis that crosses role, career, profile skills and the job text. It shows how many people are compatible, how many have little relation to the job, how many have no data to compare and how many already hold the position. Names only show after the ranking.
Changed a criterion or a source? The initial analysis runs again right away, also at no cost.
The initial analysis also shows how many credits the ranking will use and how long it should take. To generate the ranking and analyse each person, see Internal recruitment ranking.