What obligations for disseminating an internal job offer?

This guide aims to explain in detail the obligations for disseminating an internal job offer, as well as its modalities, advantages and limitations, in order to promote transparent dissemination in accordance with regulations.

Posting a job offer internally: presentation and procedures

What is a job offer?

A job posting is much more than a simple announcement: it's a strategic document that details the open position, the associated responsibilities, the required skills and qualifications, and the application process. In the context of internal recruitment, this posting must be designed to clearly inform employees about the nature of the position and the career development opportunities it offers.

What should the offer contain?

Writing a job posting requires a structured and transparent approach. It should include elements such as:

• Job description: main duties, responsibilities and work environment.
• Required skills: technical qualifications, experience and expected personal qualities.
• Application procedures: selection process, deadlines, and tools used to apply (e.g., via internal application management software).
• The benefits associated with the position include: development opportunities, training plan and career progression.

A well-written job posting facilitates effective internal communication and enhances the employer brand. It allows for the prompt notification and informing of relevant employees, while ensuring equal opportunities within the company.

In what cases is it mandatory to publish a job offer internally?

Priority for hiring permanent employees

The legal obligation to advertise job openings internally is not specifically mentioned in the labor code. However, the law outlines situations in which employers have a duty to inform employees about vacancies. Indeed, before posting a job advertisement outside your company, you must ensure that none of your employees have priority for the position in question.

The employer has an obligation to offer an internal job opportunity in the following cases:

• For part-time employees wishing to switch to full-time or who, without reaching full-time, would be able to increase their working hours, for an equivalent job or in the same professional category (art. L3123-3 of the labor code);
• For full-time employees wishing to switch to part-time work, for an equivalent job or in the same professional category (art. L3123-3 of the labor code);
• For employees wishing to change their working hours, moving from day work to night work (or vice versa), for an equivalent job or in the same professional category (art. L3122-13 of the labor code).

It should be noted that these employees must have informed their employer of their intention to change jobs beforehand. Apart from these specific cases, in the event of a newly created or vacant position within the company, the collective agreement requires the employer to prioritize employees likely to fill the position.

Priority for rehiring former employees

An employee dismissed for economic reasons has priority for re-employment for a period of one year from the date of termination of their contract. To exercise this right, they must submit a request to their employer within this same period (Article L1233-45 of the French Labor Code).

In this case, the employer informs the employee of any job openings that become available and are compatible with their qualifications. Furthermore, the employer informs employee representatives of available positions.

Note that an employee who has acquired a new qualification also benefits from priority for rehiring, if they inform the employer.

The case of fixed-term contracts and temporary workers

If a permanent position becomes available internally, the employer is required to give priority to employees on fixed-term contracts who request it. However, this only applies to employees with at least six months of continuous service with the company (art. L1242-17).

The employee's request can be made by any means that allows for the employer to establish a precise date of receipt. The employer has one month to provide, in writing, a list of open permanent positions that correspond to the employee's professional qualifications.

The internal publication of open permanent contracts also applies to temporary employees with at least six months' seniority (art. L1251-25).

The advantages of internal recruitment

Encourages talent retention

Internal recruitment promotes internal mobility by allowing employees to advance within the organization. By prioritizing internal hiring, the company values ​​internal skills and encourages talent retention.

Promotes time savings and cost reductions

Internally distributing job postings significantly reduces recruitment times and lowers costs associated with external candidate searches. By centralizing information about vacancies and allowing employees to apply directly, companies optimize their recruitment process while achieving substantial savings on advertising and sourcing expenses.

Improves employer brand

Prioritizing internal mobility enhances an employer's image by demonstrating its commitment to its employees. Whether through the creation of a new position, a promotion, or a geographical transfer, favoring internal recruitment can only improve employees' perception of the company. This is especially true if the internal recruitment process is conducted with complete transparency and without favoritism.

The limitations of internal recruitment

No new momentum

One drawback of internal recruitment is that it can sometimes limit the influx of new ideas and skills. By focusing solely on existing employees, the company risks missing out on innovations and external perspectives that could revitalize the organizational structure.

This situation can lead to stagnation and limit the organization's development by not sufficiently renewing its candidates and profiles.

Requires a rigorous process

The internal dissemination of a job offer requires the implementation of a structured and rigorous process. The employer must establish a clear recruitment policy, ensure equal access to internal job postings, and guarantee compliance with internal regulations and the GDPR.

This often requires the use of digital tools to centralize information and implement a collaborative workflow that ensures regular updates to job postings. The complexity of this process can be challenging, especially for companies without a well-defined HR policy.

FAQ - Frequent questions

How to effectively inform employees about job vacancies?

For effective internal job vacancy notification, it is advisable to use internal communication channels such as the intranet, newsletters, and notices posted on the premises. A job posting tool integrated with an Applicant Tracking System (ATS) can automate this notification and ensure that each vacancy is advertised consistently, thus fulfilling the duty to inform employees about job openings.

What methods can be used to measure the effectiveness of internal diffusion?

To measure the ROI of internal job postings, it is recommended to use reporting tools and dashboards that assess application conversion rates, cost per posting, and impact on internal mobility and rehiring. These indicators allow for adjustments to the internal recruitment and posting strategy to optimize the publication and internal notification of job ads.

What is external recruitment?

External recruitment involves attracting and hiring candidates who are not already employed by the company, in order to enrich the team with new skills and perspectives.

It relies on the use of various distribution channels such as job sites, professional social networks and recruitment agencies, and involves a rigorous selection process including interviews and tests.

This approach not only diversifies internal skills, but also enhances the company's visibility and attractiveness in the job market.