What obligations for disseminating an internal job offer?

The purpose of this guide is to explain in detail the dissemination obligations of an internal job offer as well as its terms, advantages and limits in order to promote transparent dissemination and in accordance with regulations.

Distribute an internal job offer: presentation and modalities

What is a job offer

A job offer is much more than just an ad: it is a strategic document that details the position to be filled, the associated missions, the skills and qualifications required, as well as the candidacy methods. As part of an internal recruitment, this offer must be designed to precisely inform employees of the nature of the position and the prospects for professional development that it represents.

What should the offer contain?

The writing of the job offer requires a structured and transparent approach. It is advisable to integrate elements such as:

• The description of the position: Main missions, responsibilities and work environment.
• The required skills: technical qualifications, experience and personal qualities expected.
• Application procedures: selection process, limit dates, and tools used to apply (for example, via internal candidacies management software).
• The advantages related to the position: development opportunities, training plan and career development.

A well -written job offer then facilitates an effective internal communication and enhances the employer brand. It makes it possible to quickly inform and notify the employees concerned, while respecting equal opportunities internally.

In what cases is it compulsory to disseminate an internal job offer?

CDI hiring priority

The legal obligation to disseminate an internal job offer is not specifically mentioned in the Labor Code. However, the law provides for the situations in which the employer has a duty to inform employees about vacancies. Indeed, before publishing an ad outside your company, you must make sure that none of your employees benefits from a priority for hiring on the vacant position concerned.

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

• For part-time employees wishing to spend a full time or who, without reaching full time, would allow him to increase his working time, for an equivalent job or of the same professional category (art. L3123-3 of the Labor Code);
• For full-time employees wishing to go part-time, for an equivalent job or of the same professional category (art. L3123-3 of the Labor Code);
• For employees wishing to change work schedules, from day work at night work (or vice versa), for equivalent employment or the same professional category (art. L3122-13 of the Labor Code).

Note that these employees must have informed their employer beforehand of their desire for change. In addition to these specific cases, in the event of a position created or free in the company, the collective agreement requires the employer to prioritize employees likely to hold the position.

Priority of re -awarding of former employees

The employee dismissed for economic reasons benefits from a priority for rehiring for a period of one year from the date of breach of his contract. For this, he must request his employer in this same period (art. L1233-45 of the Labor Code).

In this case, the employer informs the employee of any job who has become available and compatible with his qualification. In addition, the employer informs representatives of the staff of the available posts.

Note that the employee who has acquired a new qualification also benefits from the priority of rehiring, if he informs the employer.

The case of fixed -term contracts and temporary workers

If a permanent position is to be filled internally, the employer is required to send a priority proposal to employees on fixed -term contracts who request it. But only employees who justify a seniority of at least six continuous months in the company are concerned (art. L1242-17).

The employee's request can be made by any means to establish a specific date of receipt by the employer. Indeed, the employer has 1 month to provide in writing the list of posts to be filled on a permanent contract which correspond to the professional qualification of the employee.

The internal publication of CDIs to be filled also applies to temporary employees justifying a seniority of at least six months (art. L1251-25).

The advantages of internal recruitment

Encourages talent retention

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

Promotes time and savings

The internal dissemination of a job offer makes it possible to considerably reduce recruitment deadlines and reduce costs related to the search for external candidates. By centralizing information on a vacant position and allowing employees to apply directly, the company optimizes its recruitment process while achieving significant savings on advertising and sourcing costs.

Improves the employer brand

Favor internal professional mobility values ​​the image of the employer by showing his commitment to his employees. Whether through the creation of a position, a promotion, a geographic transfer, prefer an internal recruitment approach can only improve the perception of employees vis-à-vis the company. Especially if the internal recruitment process is done in all transparency and without favoritism.

The limits of internal recruitment

No new dynamics

One of the drawbacks of internal recruitment is that it can sometimes limit the contribution of new ideas and skills. By focusing solely on existing employees, the company may not benefit from innovations and external perspectives that could energize the organizational structure.

This situation can cause stagnation and limit the evolution of the organization 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, equal access to internal offers, and ensure compliance with internal regulations and the GDPR.

This often requires the use of digital tools to centralize information and set up a collaborative workflow which guarantees the regular update of ads. The complexity of this process can represent a challenge, in particular for companies that do not have a well -defined HR policy.

FAQ - Frequent questions

How to effectively inform employees of vacancies?

For an effective internal vacancies notification, it is advisable to use internal communication channels such as intranet, newsletters and displays on premises. A job publication of job offers integrated into an ATS can automate this notification and guarantee that each vacant position is uniformly informed, thus respecting the duty to inform employees about vacancies.

What methods to use to measure the effectiveness of internal diffusion?

To measure the King of Dissemination of Internal Jobs, it is recommended to use reporting tools and dashboards that assess the conversion rate of applications, the cost by diffusion and the impact on internal and rehiring mobility. These indicators make it possible to adjust the internal recruitment and dissemination strategy to optimize the publication and internal notification of the announcements.

What is external recruitment?

External recruitment is to attract and hire candidates who are not already employed in the company, in order to enrich the team with new skills and perspectives.

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

This approach not only makes it possible to diversify internal skills, but also to strengthen the visibility and attractiveness of the business in the labor market.