Why You Should Promote From Within Your Company

Business benefits of promoting from within

Internal recruiting can be an efficient hiring tactic with both obvious and less visible business benefits. For example, employees who move into new roles internally already understand the company, its systems and its expectations, which can reduce time spent in the onboarding process and limit disruption for teams. Just as importantly, visible internal mobility can reinforce trust and boost employee engagement among team members who want to grow with the organization.

According to SHRM’s State of Recruiting 2025 Benchmark Report, most companies still rely heavily on external hiring, but more and more are starting to look toward internal talent development. In 2025, 35 percent of organizations said they used an internal talent marketplace, up from 25 percent in 2024, reflecting a growing recognition that existing employees can be a valuable source of future talent. At the same time, the SHRM data shows that 93 percent of nonexecutive roles are still filled externally, suggesting many businesses may be overlooking qualified internal candidates.

Shaylae Duprís, an HR consultant and founder of Blu Prospects Consulting, noted that internal promotions can help improve representation throughout the organization. “Leadership should be reflective of the very workforce or the candidates that the organization wants to retain or attract,” Duprís said.

Consider the following business benefits of promoting from within instead of hiring externally.

In-house candidates are low-risk.

When the talent pool already works for the hiring company, there is a built-in level of security. When you’re already sure of the candidates’ quality, the recruiting focus is on finding the right fit for the vacancy. You also have direct access to all applicants’ work histories, personnel files and job references, plus personal experience with their work quality.

You already trust in-house candidates.

Happy, well-established and respected employees already enjoy mutual trust with managers, company leaders and colleagues. They can immediately step into a position with a high level of autonomy and confidence because they’re trusted and empowered to do their job.

These individuals have already cultivated relationships and understand your business’s mission statement, short- and long-term objectives, and challenges. The hiring team already understands these candidates’ career goals and can see how they align with the company’s values and culture.

Hiring from within saves money.

Hiring externally is expensive, even before you factor in the less obvious costs. SHRM research estimates that the average direct cost to hire a new employee is about $4,700, and that figure doesn’t account for lost productivity, onboarding time or the added strain placed on existing team members during a transition.

Promoting from within typically costs far less. When you hire internally, you don’t have to pay for job ads, recruiter fees, criminal background checks, candidate travel expenses and other costs, and these team members usually need less ramp-up time because they already understand the company and the role. Over time, those savings can add up, especially for organizations that hire frequently or struggle with turnover.

Internal recruitment can reduce employee turnover.

Clear opportunities for growth play a major role in whether employees stay or leave. When people can see a future for themselves inside an organization, they’re more likely to stay engaged and committed and less likely to look elsewhere, helping your organization reduce employee turnover.

That concern is top of mind for employers. LinkedIn’s 2025 Workplace Learning Report found that 88 percent of organizations are worried about employee retention, particularly the loss of critical skills tied to strategy, operations and project management. In response, many companies are putting more emphasis on internal mobility. More than half of businesses that prioritize learning and career development say internal movement is a key part of their retention strategy, and 44 percent already have a formal internal mobility program in place.

The impact is measurable: Companies that invest in internal mobility retain employees 41 percent longer than those that don’t prioritize internal advancement. Employees are often clear about why they leave. When people don’t see opportunities to grow, they start looking elsewhere. Survey data backs that up: According to iHire’s Talent Retention Report, 18 percent of employees say they left a job because they lacked professional development, and 15 percent point to limited growth opportunities. In other research, about one-third of workers said being overlooked for advancement played a role in their decision to quit.

Hiring from within is a cyclical investment.

Imagine internal hiring as an investment circle that promotes employee loyalty and reduces turnover. When you hire someone new, you spend time onboarding and training them — a form of investment that will hopefully lead to boosted productivity and quality workflow returns.

Suppose the investment is booming, and the employee earns a promotion. In that case, you will build on the knowledge, skills and training already imparted to the employee while inspiring them to reinvest in the company and not seek another employer.

The learning curve is shorter for internally promoted employees.

When employees step into new roles internally, they’re not starting from scratch. They already understand the company’s systems, expectations and culture, which means less time spent on basic onboarding and more time focused on the work itself. Compared with external hires, internal candidates typically ramp up faster because the fundamentals are already in place.

When time is of the essence, a current employee’s company knowledge is invaluable.

When to promote from within vs. hiring externally

Promoting from within can strengthen your company culture and foster employee loyalty. However, there are also times when hiring externally makes good business sense. Consider the following circumstances.

When to promote from within

• You have a limited budget: Internal promotions save money on recruitment, agency fees, advertising costs, salary negotiations and more. Current employees are already vetted, and there will be more trust and open communication regarding employee compensation. 
• You need a seamless cultural fit: Recruiting the right external candidate can take significant time, and interviews often aren’t enough to determine whether the candidate fits your company culture. However, when you promote from within, you already know the candidate is an excellent fit, cooperates with teams and understands the business’s day-to-day processes. If not, you wouldn’t be considering them.
• You prioritize employee retention: Companies that value and support their workers often have internal promotion policies. They prioritize professional development opportunities and know that providing a career path will keep employees for the long term. When professionals look for employment, they’ll likely opt for an organization known to promote from within and commit to growing their careers there.

When to hire externally

• The business needs to diversify: Although promoting internally can boost a company’s reputation, there are times when diversification is crucial. Perhaps you need specific technical or business skills or want to improve workplace diversity and inclusion. External recruits can bring unique talents and perspectives that can elevate your organization.
• Your workforce has become indifferent: Not all workforces are full of advancement-worthy employees. You may consider an external hire if productivity has become stagnant and no leaders have emerged among your current team. Outside talent can help reinvigorate your workforce by encouraging employees to compete for promotions and bringing a fresh perspective to current business processes. In some cases, it can also help surface underperformance that’s been holding teams back.
• You must avoid multiple vacancies: An external hire makes sense if promoting someone will cause a snowball effect of open positions and the need to rearrange talent. This move may cause internal chaos and lower productivity. In contrast, finding and integrating an ideal external hire can be less taxing and more efficient.

Types of internal recruitment

You have several options for internal recruitment strategies to match your business style and hiring goals.

Open job posting

With this approach, your human resources department or upper management announces a vacancy for which any qualified candidate may apply. The job can be posted on modern business communication platforms like Microsoft Teams or Slack, through company-wide emails, or on internal career portals integrated with your human resources information system (HRIS).

Manager referral or nomination

Some businesses prefer a subdued approach to internal recruitment. Instead of posting an open job, you may seek manager referrals or promotion nominations of top-performing employees from department supervisors. This form of internal recruitment could also include department transfers and promotions.

Part-time employee or freelancer to full-time employee

A part-time employee or independent contractor who already works with your company can be a great candidate for a full-time role. You’ve seen their work firsthand, know how they work with your team and understand how they handle deadlines and expectations.

When performance is strong, transitioning that individual into a permanent position is often less risky than hiring someone entirely new, making this a practical form of internal recruitment.

Succession planning

Succession planning is a business practice that recognizes and trains new leaders to replace employees who move on to other organizations, retire or leave the workforce. With this type of internal recruitment, managers are trained to understand and develop their team members’ potential. When a promotion opportunity arises, you can immediately consult those managers about the most qualified employee.

Boomerang employee: a hybrid recruit

Some companies find value in bringing back former employees as “boomerang” hires. A boomerang employee is someone who leaves the organization and later returns to work for the same employer. This can serve as a hybrid of internal and external hiring: The person has outside experience but is already familiar with your culture and processes.

ADP’s 2025 research shows that boomerang hires now make up about 31 percent of new hires on average, and in March 2025 alone, they accounted for 35 percent of new hires in the U.S. workforce. Employers can benefit from rehiring someone who knows the organization while also gaining new insights the worker picked up elsewhere.

Tips for promoting from within

Consider the following tips and best practices to ensure your internal promotions are a win-win for your employees and organization:

• Follow the law: Abide by all federal and state employment and anti-discrimination laws. The Equal Employment Opportunity Commission (EEOC) enforces laws banning discrimination based on race, color, national origin, age (40 or older), sex (including pregnancy, sexual orientation and gender identity), religion, disability or genetic information.
• Choose an internal recruitment strategy: Select the internal recruitment strategy that best suits your business’s goals and needs. The four styles of internal recruiting discussed above, as well as the boomerang employee option, are all viable starting points.
• Don’t mislead internal candidates: Don’t make a company-wide job-opening announcement if you already have a top-performing employee in mind for the promotion.
• Create a culture of employee appreciation: Internal promotions shouldn’t be the only way employees are rewarded for their work ethic, talents or accomplishments. Make employees feel appreciated through recognition programs and other rewards.
• Avoid personal bias and favoritism toward applicants: Use structured evaluation criteria and involve multiple stakeholders in the decision-making process. Consider implementing anonymous resume reviews for internal candidates or using standardized assessment tools to ensure objectivity.
• Develop a thorough job description: Your job description should be as detailed as it would be for an open, public job posting. Yes, internal job candidates have company experience and knowledge, but they should be just as informed about the job’s responsibilities and requirements as any outside candidate.
• Track internal promotion applicants: Create a talent marketplace or internal mobility platform to systematically track employees who have applied for promotions. Modern HRIS systems can maintain comprehensive records of internal applications, skills assessments and career aspirations, allowing managers to quickly identify qualified candidates for future opportunities.
• Be transparent in the internal promotion process: Business transparency is crucial to internal promotions. This includes being prepared to constructively explain to an employee why they were not chosen for the promotion and how they can improve their chances of being selected for future opportunities.
• Mentor and guide promising employees: Actively nurture promising employees so they’ll be ready when a promotion opportunity arises. “It’s vital to create an atmosphere of coaching, mentorship and sponsorship within the workplace for mobility and advancement,” Dupris said.

Potential drawbacks of internal promotions and how to mitigate them

Internal recruitment and promotion can also create challenges. “Promoting from within can be especially difficult if there is a lack of trust between the workforce and leaders within the organization,” Dupris noted.

However, these hurdles can be overcome. Consider the following potential drawbacks of internal recruitment and how to mitigate them.

A limited applicant pool

When you promote from within, you may not have access to the diverse selection of applicants you’d encounter via an external search process. Internal job candidates may not be ideal for contributing outside-the-box thinking to the vacant position.

Solution: While you can’t completely eliminate the constraints of a limited applicant pool when promoting internally, you can strategically expand your options. Consider these proven tactics:

• Explore cross-departmental hiring.
• Search for in-house applicants with previous professional experience in a similar role.
• Open the position to remote workers.
• Implement upskilling initiatives
• Use job rotation programs to expose workers to new roles, experiences and ideas.

Stagnant perspectives

A significant benefit of external hiring is that it provides an instant burst of new ideas and perspectives within your organization. However, promoting internally risks the continuation of stagnant perspectives.

Solution: There are many ways to encourage broader perspectives and discover more about your employees:

• Prioritize engagement and interactivity among team members to broaden employees’ perspectives beyond their departments and roles.
• Keep lines of communication open and encourage team members to express their opinions year-round.
• Check in with employees regularly about what works and what could be improved, and implement their feedback to show you’re listening.
• Foster a culture of innovation that encourages employees to think beyond their roles and rewards them for doing so.
• Encourage cross-functional workplace collaboration.

Budgetary concerns

Internal promotions don’t always fit neatly into a budget. When an employee moves into a new role, compensation often needs to increase — sometimes by 10 to 20 percent — which can create unexpected cost pressures if the position was originally budgeted differently. Some companies try to offset that by hiring externally at a lower starting salary, but that approach can backfire if it leads to resentment or undermines trust among existing employees.

It’s also important to avoid the trap of “quiet hiring,” where open roles are filled by piling extra responsibilities onto current employees without promoting them or offering more pay. Over time, that approach can contribute to employee burnout, higher turnover and a strained workplace culture.

Solution: Set transparent guidelines for internal promotions, using salary ranges or performance targets to ensure internal candidates are paid fairly.

Resentment among non-promoted employees

Employees who weren’t chosen for the internal promotion may feel overlooked and undervalued, thus breeding jealousy and friction in the workplace and hurting the promoted employee’s chances of success.

Solution: Transparency in the internal hiring process is the key to avoiding resentment. Keep these best practices in mind:

• Consider scheduling individual meetings with employees to discuss their concerns, answer questions and address why another team member was selected for the promotion.
• Let them know they still have opportunities for promotion and career growth within the organization.
• Provide constructive feedback about why they didn’t get the promotion.
• Give employees the guidance, resources and professional development opportunities to increase their likelihood of earning a future promotion. 

A new vacancy in the existing workforce

When an in-house employee is promoted, their upward move will naturally leave a gap in their former role. You don’t want to overload team members and cause resentment.

Solution: Work with management to decide how to deal with the promoted employee’s former role. Answer these questions:

• Can the duties be redistributed across the department? You must ensure that no one is overloaded and that everyone’s responsibilities are clearly defined.
• Can the position be dissolved? Evaluate whether the role is still essential or if it can be combined with other roles.
• Do you need to fill the role? If so, consider another internal promotion or look to outside hiring to onboard external talent.

Internal promotions can benefit everyone

Promoting from within can be a smart move for both employers and employees. Businesses often benefit from lower hiring costs, less disruption to productivity and stronger employee retention, while team members gain recognition, motivation and a clear sense that growth is possible within the organization. That investment matters: LinkedIn research found that 94 percent of employees say they would stay at a company longer if it supported their career development. For companies with open or upcoming roles, it’s worth taking a close look at internal candidates before turning to external recruitment.

Julie Thompson contributed to this article.