Internal Application Process

INTERNAL
APPLICATION PROCESS

INTERNAL APPLICATION PROCESS
The Purpose
We would like to recognise employees for their skills and hard work. But above all, we want to
make sure that our employees learn and succeed within our company and to always keep the
company’s best interest at heart.
The reason for opening this up internally is because we want to retain good staff and to allow staff
the opportunity to move around within our organisation. We are committed to growing our
employee’s skills and therefore want to provide a platform to allow for internal applications and
for transparency around internal roles. This will also allow employees the opportunity to provide
us with referrals based on their personal network (friends, family, previous colleagues etc).
This process would work as follows:
1. I will send an email out to all employees in our South African office when new roles are
made available. This would run simultaneously with my normal recruitment process of
advertising and sourcing.
2. If you would like to apply for the position you would then need to send me an email,
including your updated CV, explaining why you would like to apply for the role and why
you feel you would be right for this position. Your application will remain confidential and
you are not obligated to let your current manager know at this stage.
3. If you met the minimum requirements, I will send your application through to the hiring
manager.
4. If you are going to be shortlisted and interviewed for the role, your current manager would
then be informed to allow for transparency.
5. You would then conduct an interview with the hiring manager.
You will then be considered amongst other internal and external applications to find the best
person for the role. Communication will be sent directly to you around the status of your
application.

If an employee declines an offer, their decision will not affect the employee’s current job. If they
accept an offer, they should organise and meet with their managers to discuss a transfer. An
employee’s transfer may be delayed until their current position is filled.
Criteria for an internal move:
There will be criteria related to each role that one would be required to reach. The criteria will be
such as, but not limited to time with business and performance within this time.
Salaries:
When changing roles internally, there might be salary and holiday difference between your current
role and the role you are applying for. Although salaries won’t be advertised on the roles, salary
would be discussed confidentially with you. Something to remember is that making an internal
move could also mean a salary decrease and not always a salary increase. It shouldn’t be assumed
that changing roles would lead to a salary increase. All salaries for internal and external candidates
will be based on required experience, market related as well as inline with our bandings for the
role. The same will go for holiday days, but not holiday days accrued.
Referrals:
If you know of someone who you think would be good for the role, please would you either send
the name of the person or the CV through to me. Please do not send the application to the hiring
manager, your current manager or Ryan as this is not the interview process. We also don’t want
to be taking valuable work time away from managers and Ryan.
We also have a referral scheme. This applies if you send a lead or referral of a candidate that we
hire to become an employee and the employee accepts the role.

Our referral scheme works as follows:
Lead for a good candidate (name or LinkedIn profile – no R500
contact details)
Referral (CV and Contact Sent) R1 000
The referral fee would be payed to your salary the month in which the new employee starts. The
Internal Recruiter will alert finance that this money is to be payed to you.