Building Trust Through Transparency: The Importance of Internal Job Postings

For years, I have advised employers on the importance of internal job postings. Instead of promoting an employee without a formal job posting and interview process, all openings should be advertised to the current internal workforce. Recently, I encountered a case involving a discrimination claim filed by employees who were not given the opportunity to apply for an open position. 

In Calderone v. Circle K stores, “three plaintiffs alleged that Circle K illegally denied them the opportunity to apply for, and ultimately secure, a promotion to West Coast regional director because of their age”.  Each of the plaintiffs felt that they were qualified and ready for promotion.  However, the position was never posted internally.  Instead, a younger employee who had expressed interest in the position was selected for the role.

After the 9^th Circuit Court of Appeals reviewed the case, it was determined that Circle K's decision not to advertise the position strengthened the plaintiff’s case.  The case was sent back to the lower court for further proceedings.

This case serves as a strong reminder that not posting open positions internally can significantly raise an organization’s legal risk. However, beyond legal compliance, there are several strategic reasons employers should consistently advertise positions internally rather than promote employees on a case-by-case basis.

• Reduced Legal Risk: Posting positions openly for all employees to apply reduces the organization's liability and lowers the risk of perceived or actual discrimination claims.

• Stronger Culture & Trust: Fair and equitable practices, along with transparency, improve the employee experience, foster a stronger company culture, and reinforce trust in leadership.

• Career Path Visibility: Advertising opportunities for advancement provide employees with visible career paths and increase retention by demonstrating that growth is possible within the organization.

• Eliminates Favoritism: Offering the chance for everyone to apply eliminates the appearance and practice of favoritism.

• Leadership Accountability: Open internal postings hold leaders accountable for developing their teams and supporting career growth, rather than retaining employees in roles for operational convenience.

• Uncovers Talent: Hidden talents and unknown skillsets are uncovered, enabling the organization to utilize the education and experience that might otherwise go unnoticed within the workforce.

• Succession Planning Tool: It is a low-cost, high-impact succession planning tool that helps the organization identify high-potential candidates who are ready for advancement.

• Better Hiring Decisions: Including internal candidates in the process provides a valuable benchmark for evaluating external talent and leads to more informed and effective hiring decisions.

• Faster Ramp-Up: Internal candidates often require less onboarding and ramp-up time, allowing for smoother transitions and minimizing disruption to business operations.

  
  

Organizations that consistently post roles internally aren’t just following best practices; they are making a strategic choice to lead with fairness, transparency, and intention. When employees can clearly see opportunities, understand how decisions are made, and trust that they will be considered, it boosts engagement, builds credibility in leadership, and fosters a culture where growth is both expected and supported. Posting roles internally isn’t just about filling positions; it’s about creating a fair, transparent, and growth-focused workplace where every employee has the chance to be considered.

Disclaimer: The information provided in this blog is for informational and educational purposes only and should not be construed as legal advice. Laws and regulations vary by jurisdiction and specific circumstances. Employers and individuals should consult with their attorney or qualified legal professional to determine the appropriate course of action for their particular situation.

Roberta Edwards is a Senior HR Consultant with over 20 years of professional experience. Follow Edwards HR Consulting on LinkedIn and Facebook and read more about Roberta here.