Many people tend to overlook open positions in other teams within their company and jump straight to Indeed. I used to do the same. Internal postings often feel like there's already a chosen candidate, and I worried about applying and then having to deal with my current manager's scrutiny.

However, the data tells a different story. Today, I'll explain why transitioning to internal job postings is structurally more advantageous than applying externally, and how to prepare for it.

First, a statistic. In June 2021, Gartner surveyed 3,000 job seekers, and only 33% of those who found jobs in the past year looked internally first. This means that two out of three people didn't even consider internal opportunities and went outside instead.

According to the same Gartner analysis, the rate of internal hiring at companies dropped from 41% in 2015 to 28%. This indicates that both companies and employees are looking outside first. Honestly, it feels a bit wasteful.

So, why are internal candidates at an advantage? The key is the difference in information. External candidates have to prove themselves with just a resume and a couple of hours in an interview.

In contrast, internal candidates already have performance evaluations and reputations from colleagues. From the hiring manager's perspective, the risk of selecting an unknown candidate is significantly reduced.

There's research to back this up. A paper published by Professor Matthew Bidwell from Wharton School in 2011 analyzed personnel records from an investment bank department from 2003 to 2009.

The results were quite clear. Those who entered through promotions or departmental transfers had significantly higher initial job evaluations than external hires. External hires were more likely to receive below-average evaluations.

There's also a financial aspect. Internal promotions started with salaries about 18% lower than those of external hires. From the company's perspective, they can hire a more validated candidate for less money, so there's little reason to turn down internal applicants.

The risk of turnover also differed significantly. External hires had a 61% higher risk of involuntary turnover compared to those who moved up through promotions, and a 21% higher risk of voluntary turnover.

Professor Bidwell estimated that it takes about two years for external hires to fully contribute. It's interesting that he attributed this to the time needed to build internal relationships rather than just job skills. However, since this data is from one company and one department, it can't be generalized to all industries.

Data from LinkedIn supports this direction as well. According to 2022 data, employees who moved internally had a 75% chance of still being with the company two years later, while those without internal mobility had a 56% chance.

That said, internal postings don't guarantee success. This is where the actionable part begins.

First, check your company's HR policies. Many companies require a minimum tenure in your current position before allowing internal applications, and performance evaluations must meet a certain standard. The specifics can vary by company, so it's best to look directly at the internal portal or employee handbook.

Second, decide when to inform your current manager. Some companies require notification of your current manager during the application process. Even if there's no rule, it's wise to avoid having your manager hear about your application through other channels.

If it were me, I would schedule a brief one-on-one before submitting my application. I would clarify that my motivation is career direction, not dissatisfaction with my current job. How you handle this conversation can turn it into a recommendation or a stumbling block.

Third, have a coffee chat with the hiring manager beforehand. This is the biggest advantage for internal candidates. External candidates can only see the job posting, but we can directly ask what the team is really looking for.

Fourth, rewrite your resume for internal use. Don't assume that your colleagues know everything and submit a half-hearted application. You need to showcase your achievements with numbers and connect them to what the team needs.

For example, mention how much you reduced processing time or which projects you collaborated on with which departments. Remember that the hiring manager may not review your entire evaluation record.

Fifth, prepare for the interview just like you would for an external interview. It's surprisingly common to be rejected after going in casually because you know the people. In fact, expectations may be higher, so they scrutinize more closely.

You should also think about what to do if you don't get the job. Internal applications are visible to colleagues immediately, which can be stressful. However, politely requesting feedback can give you a significant advantage for the next posting.

In the Gartner survey, distrust in fairness was cited as a reason employees avoid internal opportunities. In a Q3 2021 survey, only 18% of 3,500 employees felt their workplace was a fair environment.

Seeing this number was a bit disheartening. If employees feel the company is unfair, they may not even try. However, I believe that the more unfair it seems, the more you should compete with your skills and records.

I often see Korean professionals being particularly passive about internal moves. There's a strong belief that if you just do your job well, you'll be recognized. It's more comfortable to accept that American companies tend to reward those who speak up.

So my conclusion is simple. If you're considering a job change, start by checking the internal job postings before looking at external ones. If you put in the same effort, internal opportunities are more favorable in terms of both probability and retention.

This week, focus on just three tasks: bookmark the internal job postings, check HR's internal application policies, and suggest a coffee to someone in a team you're interested in. Just doing that will change your starting point.