IntroductionAt Tennant Company, internal recruitment has become a high priority due to increasing organizational demands related to talent retention, shrinking talent pools of experienced individuals and the need to better harness the knowledge of our existing talents, skills and capabilities. Tennant has been forced to scale back its external recruitment initiatives, as many organizations have been, during tough economic times. At Tennant, this brought metrics to the forefront of our business as budgets became increasingly important at all levels of the business. Due to increased awareness and concerns about budget, Tennant's HR team looked internally at the organization as a way to reduce costs associated with recruitment, training and development, as well as as a means to mitigate employee turnover and influence short- and long-term retention goals. . For the purposes of this article, I will highlight the internal recruiting practices currently used by Tennant Company, discuss their effectiveness, and offer recommendations for improvement in the future. Evaluating Internal Recruitment There are a variety of sources to consider when conducting internal recruitment. Tennant's main strategy is to reach as many people as possible. I believe this approach is a protected attempt to ensure that current employees do not feel or view the process as rigged, favored or influenced. Tennant HR recruits internal candidates across the company with sources that include: an intranet careers page, location-based job boards, employee referral campaigns and succession planning. The Tennant intranet career page is accessible to all active employees who have access to a computer. . The intranet careers page is a real-time reflection of everything...... middle of paper ...... "table". Discussions around creative, simpler solutions, which are also generally a less expensive approach to talent acquisition, have impacted businesses' perceptions of HR's ability to consult and collaborate. As the economy recovers, labor pools are expected to shrink and baby boomers will exit the workforce. Tennant will need to gather, evaluate and learn a lot of metrics and the impact of different recruiting sources used on the business in order to manage revenue and control costs. Additionally, the future development of alternative approaches such as clear succession planning will better enable Tennant to have a plan and strategy for successful internal recruitment practices. Works Cited Heneman, HG, Judge, TA and Kammeyer-Mueller, John D. (2012) Recruitment Organizations, Seventh Edition. Boston, Massachusetts: Irwin McGraw-Hill.